Senior Total Rewards Partner

Extensive progressive experience in Total Rewards, Compensation & Benefits, or similar roles in a high-growth, global environment. Deep expertise in creating compensation philosophy, design, job architecture framework, pay equity analysis, and compensation benchmarking. Extensive experience in designing and implementing variable pay structures (commissions, bonuses) and equity compensation programs (ESOP/stock options). Proficient analytical skills with the ability to translate complex data into clear recommendations and business cases. Experience with HRIS systems (HiBob a plus) and compensation planning tools, with experience digitising and improving processes. Knowledge of multi-country compensation practices and compliance requirements within global markets. Proficient stakeholder management skills with the ability to influence and partner effectively with senior leadership. Strategic thinking combined with direct execution capabilities and attention to detail. Skilled in project management with the ability to lead multiple initiatives simultaneously. Effective communication and facilitation skills, with experience educating managers on complex compensation topics. A data-driven, pragmatic approach with a "roll up your sleeves" mentality to get things done in a fast-paced environment.

Define and implement a clear company-wide compensation philosophy. Manage and evolve the global job architecture, pay levels, and total rewards framework. Oversee bi-annual salary reviews, annual bonus planning, and global compensation budgeting. Act as a trusted advisor to leaders and HR Business Partners on compensation, job levelling, and total rewards decisions. Support the VP, People in preparing insights and recommendations for Leadership Team and Board-level discussions. Own and manage all Rewards-related programs and processes across base pay, variable pay, and benefits. Support Finance and Legal with day-to-day equity administration. Lead strategic initiatives in job architecture, pay equity, compensation benchmarking, pay transparency, and total rewards communications. Build manager capability through workshops and guidance on compensation philosophy and total rewards processes. Design, implement, and continuously improve the global compensation strategy and pay positioning. Maintain and evolve the job architecture framework. Run compensation cycles, coordinating timelines, tools, manager guidance, and data integrity. Facilitate workshops and provide guidance to people managers on compensation decisions. Conduct market benchmarking and provide data-driven recommendations for competitive positioning and equitable compensation bands. Collaborate with Finance on compensation budgeting, forecasting, and reporting. Partner with Sales, Customer Success leadership, and Revenue Operations to optimize variable compensation models. Design and update annual bonus frameworks. Manage relationships with compensation data providers and global benefits providers, evaluating offerings and making strategic recommendations. Manage global benefits reviews, renewals, and communication plans. Monitor compliance and emerging legislation in key markets. Stay current on global compensation trends, legal requirements, and best practices.