Accountabilities

Define and lead the global Total Rewards strategy across compensation, benefits, equity, and recognition, ensuring alignment with business objectives and talent attraction, retention, and motivation goals.

Develop and implement an AI-forward roadmap for compensation strategy, using artificial intelligence and advanced analytics to improve decision-making, efficiency, consistency, and transparency.

Lead the annual compensation cycle, including merit increases, promotions, and equity planning, in close collaboration with People Business Partners, Finance, and business leaders.

Own and continuously improve global job architecture, leveling, grading frameworks, and the job catalog, ensuring consistency as the organization scales.

Leverage AI and data-driven methodologies for job evaluation, role-to-level mapping, calibration, and detection of inconsistencies or level drift, while maintaining appropriate human oversight.

Lead global market benchmarking and compensation analysis, using platforms such as Radford, Pave, or equivalent tools to develop competitive and data-backed recommendations.

Apply AI and automation to accelerate compensation benchmarking, pay modeling, scenario analysis, rewards analytics, and employee communications.

Manage global benefits programs and relationships with external vendors, including Employer of Record (EOR) providers, benefits brokers, and equity administration platforms.

Oversee EOR relationships, monitoring service quality, costs, compliance, and the overall employee experience across different regions.

Ensure compliance with pay transparency, pay equity, and local compensation and benefits regulations across all operating jurisdictions, particularly within the European Union and the United States.

Partner with Finance to manage compensation budgets, equity pools, and total rewards expenditure, ensuring accurate forecasting and effective cost management.

Advise People Business Partners, recruiters, and hiring managers on compensation offers, pay decisions, and exceptions, balancing market competitiveness, internal equity, budget constraints, and talent priorities.

Evaluate and introduce new AI and automation solutions while ensuring responsible, explainable, and legally compliant use of technology in rewards processes.

Lead, coach, and develop the Total Rewards team, establishing clear priorities, supporting professional growth, and fostering a culture of accountability and continuous improvement.

Act as a trusted strategic advisor to senior stakeholders, translating complex rewards data into actionable business recommendations.

Requirements

Bachelor's degree in Human Resources, Finance, Business Administration, or a related discipline. Professional certifications such as CCP, CEBS, or equivalent are considered an advantage.

At least 8 years of professional experience in Total Rewards, with substantial expertise in compensation and benefits management within global, multi-country technology or SaaS organizations.

Demonstrated experience designing and leading global compensation cycles, including merit reviews, promotions, and equity planning.

Strong experience in market benchmarking and compensation analysis using platforms such as Radford, Pave, or comparable market data tools.

Proven experience managing international benefits programs and external vendor relationships, including EOR providers such as Remote.com, benefits brokers, and equity administration platforms.

Strong analytical, financial modeling, and data interpretation skills, with the ability to turn complex information into clear, practical, and commercially sound recommendations.

Solid understanding of global compensation regulations, pay transparency, and pay equity requirements, ideally covering both European Union and US jurisdictions.

Practical experience using AI-powered tools and automation to improve Total Rewards analytics, workflows, benchmarking, and operational efficiency.

An AI-forward approach to compensation strategy and job leveling, supported by concrete examples of using AI or advanced analytics to shape pay philosophy, model market data, design or calibrate job architecture, and improve compensation decisions.

How Jobgether works

We use an AI-powered matching process to ensure your application is reviewed quickly, objectively, and fairly against the role's core requirements. Our system identifies the top-fitting candidates, and this shortlist is then shared directly with the hiring company. The final decision and next steps (interviews, assessments) are managed by their internal team.

We appreciate your interest and wish you the best!

Why Apply Through Jobgether?

Data Privacy Notice: By submitting your application, you acknowledge that Jobgether will process your personal data to evaluate your candidacy and share relevant information with the hiring employer. This processing is based on legitimate interest and pre-contractual measures under applicable data protection laws (including GDPR). You may exercise your rights (access, rectification, erasure, objection) at any time.

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