Head of Total Rewards

GoGlobal

. Develop and deliver the Total Reward agenda within GoGlobal's People strategy and transformation roadmap .

Posted 10/7/2026full-timeRemote • United Kingdom, South Africa, Romania, Hungary, Spain, SerbiaLeadWebsite

Core Competencies

Role fit

Core Competencies

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Demonstrates extensive expertise in developing and implementing Total Reward strategies, including job architecture, compensation frameworks, and global benefits design. Proven ability to lead cross-functional collaboration and navigate complex regulatory environments while delivering actionable insights for workforce planning.

Highest-signal resume keywords

Total Reward Strategy DevelopmentCompensation Framework CreationGlobal Benefits DesignMarket BenchmarkingPay Transparency Compliance

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills

Job ArchitectureGradingSalary StructuresAnnual Pay ReviewsPayroll GovernanceReward AnalyticsCompensation DecisionsReward PoliciesData AnalysisRisk Identification

Soft Skills

Collaborative LeadershipStrategic DesignConstructive ChallengeAdaptabilityProblem-Solving

Certifications & Qualifications

HR QualificationReward Qualification

Industry Keywords

Pay EquityEU Pay TransparencyInternational OrganizationFast-Moving EnvironmentWorkforce Planning

About the role

Key responsibilities & impact

Develop and deliver the Total Reward agenda within GoGlobal's People strategy and transformation roadmap
Translate People and business priorities into scalable Reward solutions and implementation plans
Provide Total Reward expertise, insights and recommendations to the Fractional Head of People and Executive Leadership Team
Design and implement global job architecture, grading, career levels and salary structures
Establish external market benchmarking and provide data for pay and workforce decisions
Develop reward and pay philosophy, policies, governance and decision-making frameworks
Lead annual salary and compensation review delivery with People, Finance and business leaders
Lead global employee benefits design, market reviews, renewals and broker/provider relationships
Establish payroll governance, controls, ownership, escalation processes and oversight
Support pay equity, EU Pay Transparency and emerging regulatory requirements
Advise on compensation decisions for recruitment, promotions, internal moves and retention
Develop Reward analytics, reporting and insights for workforce planning and Executive decision-making
Identify Reward risks, opportunities and emerging priorities
Partner with Talent, HR Operations and People colleagues to integrate Reward initiatives
Own hands-on implementation and delivery within the Reward function and contribute to wider People transformation programmes

Requirements

What you’ll need

Proven experience building and scaling Total Reward capability in a fast-moving, international organization
Experience creating reward frameworks, job architecture, benchmarking and pay practices from the ground up
Hands-on experience across compensation, job architecture, grading, market benchmarking, salary structures, annual pay reviews, global benefits and payroll governance
Experience operating across multiple countries, markets, currencies and regulatory requirements
Experience with pay transparency
Ability to move between strategic design and practical delivery
Ability to develop recommendations and challenge constructively
Highly collaborative leadership style and experience partnering with senior People leaders and functional Heads
Comfortable working with imperfect data and building structure where little currently exists
Typically 10+ years of experience in Total Reward, including senior leadership experience in an international fast-moving organization
A relevant HR or Reward qualification is desirable

Benefits

Comp & perks

Opportunity for all employees to become a partner and share in profits
Diverse, global and supportive team
Sustainable growth environment without VC or PE pressure
Career opportunities across international locations
Fully remote work and hybrid options in some countries
Monthly sharing of company financials and transparent communication
Background and reference checks handled to the extent permissible by law