About us

The world around us is changing rapidly and so is the insurance industry. Now's the right time to make a bold move and shape the future of insurance - this is Allianz Direct! As a pan-European online insurer of the Allianz Group, launched in 2019, Allianz Direct is on its mission to become the most customer-oriented and efficient insurer on the market. Allianz Direct is truly changing the face of insurance, in customer experience, and in technology, processes, people and culture.

An international team of business experts and engineers who live and breathe an agile way of working, are seeking to improve and change the way you do insurance. Driven by customer obsession and love for data, Allianz Direct strives for delivering an exceptional experience with a personal touch.

So, what makes Allianz Direct so unique? We believe in the power of simplicity and convenience and by doing so we have managed to set new standards when it comes to online insurance. We are a fast-growing technology company with an insurance license, and by fast, we really mean it .

Role positioning

This role combines global rewards with enterprise people data stewardship, ensuring decisions across Allianz Direct are consistent, compliant, and data driven.

Why this role matters

At Allianz Direct, People Analytics is a strategic enabler-not reporting. We are establishing a single, trusted, and governed view of workforce capacity, skills, performance, and cost across countries. High quality, standardized people data is a prerequisite for sound executive decision making, scalability, regulatory compliance, audit readiness, and the responsible application of AI in People & Culture processes.

The Global Compensation and Data Governance Manager operates at the intersection of Rewards and People Data. The role ensures that compensation outcomes are fair, transparent, and defensible, and that underlying people data meets high quality standards across all entities and markets.

What you will do

Global compensation governance & execution

• Own and continuously develop the global compensation governance framework, including principles, standards, guardrails, approval flows, and control mechanisms, in alignment with Group policies.
• Steer and coordinate key annual and in year compensation processes such as salary reviews, promotion and adjustment governance, and market benchmarking.
• Drive pay transparency and pay equity analyses, partnering with HRBPs, and senior leadership to ensure consistent application and outcomes across countries.
• Provide senior management with standardized, comparable insights on reward effectiveness to support fact based decision making.
People data governance
• Define, standardize, and maintain global standards for employee core data, compensation related data, and other critical workforce attributes, including data definitions, ownership, quality rules, and lineage.
• Own and operate the enterprise P&C data governance framework (Tier II), covering data standards, field definitions, quality policies, ownership assignments, and regulatory compliance thresholds.
• Establish and run a robust governance operating model with data owners and data stewards, clear accountability, data quality KPIs, correction SLAs, and recurring governance forums across countries.
• Ensure adherence to internal controls, audit requirements, and data minimization principles, with a strong focus on sensitive compensation and performance data.
• Partner closely with P&C Ops, AI & IT to enable automation, reduce manual effort, eliminate duplication, and simplify the P&C system and data landscape.

Enablement & stakeholder leadership

• Act as a trusted advisor to senior stakeholders by translating complex compensation and data governance topics into clear, actionable management decisions.
• Drive alignment across country People & Culture teams on data stewardship obligations, governance standards, and accountability, operating effectively within a matrix organization and governing primarily through influence.

What you bring

• Proven experience in Compensation & Benefits / Rewards and/or HR data governance in a complex, international environment.
• Strong knowledge of compensation topics, including salary review processes, job architecture and leveling, pay equity, governance frameworks, and controls.
• Demonstrated experience designing and operating data governance frameworks, including data definitions, ownership models, data quality rules, SLAs, and escalation paths.
• Strong understanding of managing sensitive people data with an appropriate confidentiality, compliance, and risk mindset.
• Advanced analytical capabilities (Excel at expert level; ideally Power BI, SQL, Python, or similar), with the ability to translate data quality metrics and compensation data into management relevant insights.
• Confidence operating in a matrix structure, influencing senior stakeholders without formal authority.
• Fluent English; German or another European language is an advantage.

Nice to have

• Experience with HRIS and reporting ecosystems (e.g. SuccessFactors, SAP/HCM, ServiceNow, Databricks, Power BI).
• Experience designing, implementing, or auditing data governance frameworks across multiple legal entities.
• Exposure to end to end people data pipelines, from HR source systems to analytics and reporting layers.

Location: Munich, Madrid, Paris, Rotterdam, Zurich (hybrid)

98182 | Operations | Professional | | Allianz Direct | Full-Time |

Allianz Group is one of the most trusted insurance and asset management companies in the world. Caring for our employees, their ambitions, dreams and challenges, is what makes us a unique employer. Together we can build an environment where everyone feels empowered and has the confidence to explore, to grow and to shape a better future for our customers and the world around us.

We at Allianz believe in an inclusive workforce and are proud to be an equal opportunity employer. We encourage you to bring your whole self to work, no matter where you are from, what you look like, who you love or what you believe in. We therefore welcome applications regardless of ethnicity or cultural background, age, gender, nationality, religion, disability or sexual orientation.

Join us. Let's care for tomorrow.

Note: Having different strengths, experiences, perspectives and approaches is an integral part of Allianz' company culture. One means to achieve diverse teams is a regular rotation of Allianz Executive employees across functions, Allianz entities and geographies. Therefore, the company expects from its employees a general openness and a high motivation to regularly change positions and collect experiences across Allianz Group.