Global Total Rewards Lead

Our client, a global technology company operating across multiple international markets, is looking for a Global Total Rewards Lead to join its Global Total Rewards team.

Reporting to the VP of Total Rewards, the Global Total Rewards Lead will support the design, governance and continuous improvement of reward programs across a complex, international organization.

This is a broad Total Rewards position covering the full reward cycle, including compensation, benefits, job evaluation, pay equity and executive compensation. The successful candidate will combine strong technical Reward knowledge with excellent communication skills and the ability to understand and adapt to evolving business needs.

Key responsibilities:

• Lead and continuously improve global annual compensation and reward cycles
• Develop and maintain compensation frameworks, salary structures and reward policies
• Contribute to job architecture, job evaluation, grading and job-framework initiatives
• Lead compensation benchmarking, market-pricing and pay-equity analyses
• Support executive compensation and governance-related activities
• Review and enhance employee benefits in partnership with local and global stakeholders
• Provide guidance on short-term incentives, sales commissions and other variable-pay programs
• Translate complex reward data into clear insights and practical business recommendations
• Partner closely with HRBPs, Finance, Payroll, Sales and senior business leaders across multiple markets
• Communicate reward programs clearly and help stakeholders understand their business impact
• Provide functional guidance within a small, collaborative Global Total Rewards team

The ideal profile will bring:

• Approximately 8–10+ years of experience in Total Rewards, Compensation & Benefits or a related HR function
• Broad experience across compensation cycles, job evaluation, pay equity, executive compensation and benefits
• Strong knowledge of job architecture, grading, benchmarking and salary structures
• Experience supporting global or multi-country organizations
• An understanding of sales commission and incentive-plan structures; hands-on sales compensation expertise would be an advantage
• Strong analytical, communication and stakeholder-management capabilities
• The ability to connect Reward strategies with changing business priorities
• Full professional proficiency in English
• The flexibility and curiosity to succeed in a fast-changing, matrixed environment

Experience in technology, SaaS, digital media or another sales-driven international organization would be advantageous but is not essential. Workday experience, exposure to the UK or Irish markets, and a professional compensation certification would also be valuable.

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