Head of Total Rewards

SoSafe has the ambition to become the leading human risk management provider in Europe. Our award-winning awareness platform triggers behavioural change by providing effective and engaging training and simulations on cybersecurity and data protection. Cybercrime is costing the world >$10 trillion annually and growing by 15% p.a. - we invite you to be part of the solution!

ROLE OVERVIEW

We are looking for a Head of Total Rewards to own and evolve our global compensation, benefits, and recognition practices across a fast-growing SaaS environment.

This is a hands-on, high impact role for someone who moves fluidly between analytics and executive conversations, someone who is genuinely excited to use AI and modern tooling to bring clarity, speed, and precision to compensation decisions, not just to report on them.

You will align our reward strategy with business objectives, ensure competitiveness and fairness across markets, and own the AI and data infrastructure that underpins how we make pay decisions. You will partner closely with Finance, HRBPs, Talent Acquisition, and senior leadership, playing a key role in building employee trust through transparency, equity, and intelligent use of data.

WHAT WILL MAKE YOU SUCCESSFUL HERE

- You think like a systems designer. You build scalable, tech enabled processes that outlast any single decision or cycle, and you're always asking how the infrastructure can do more of the heavy lifting.

- You are AI-first by default. You reach for intelligent tooling to take the repetition off your plate, so your energy stays where it matters most: strategy, judgment, and influence.

- You're energised by ambiguity. You don't need a perfect brief to get started, and you find the process of building from scratch more motivating than inheriting something finished.

- You are compliance aware without being compliance led. You understand the regulatory landscape across our markets, anticipate what's coming, and build it into your thinking early rather than retrofitting it later.

- You challenge with data. When something doesn't add up, you say so constructively, with evidence, and with a point of view on what to do instead.

- You see compensation as both a fairness mechanism and a performance lever, and you can make that case to a CFO and an IC in the same week.

- You communicate with precision and range as comfortable walking an employee through a pay decision as you are presenting a business case to the executive team.

WHAT YOU WILL OWN

1. TOTAL REWARDS PHILOSOPHY & GOVERNANCE

- Define and maintain SoSafe's total rewards philosophy - where we lead, match, or lag the market by role and geography.

- Establish clear governance around pay decisions and exceptions, ensuring consistency and accountability.

- Partner with Finance to keep reward programs financially sustainable and tied to business planning cycles.

- Own the AI tooling roadmap for the Total Rewards function identifying, implementing, and iterating on tools that automate benchmarking, flag equity risks, and surface compensation insights in real time.

You bring discipline, visibility, and intelligent automation to one of the company's largest cost bases: payroll.

2. COMPENSATION ARCHITECTURE

- Own global job architecture and levelling frameworks.

- Design and maintain salary ranges across markets using intelligence platforms (e.g. Mercer Comptryx, Radford, Pave, Ravio) enhanced by AI driven analysis.

- Lead annual and mid-year compensation cycles with structured, tech-enabled workflows.

- Partner with Talent Acquisition to provide dynamic offer guidance and proactively prevent pay compression.

- Use predictive analytics to identify internal equity risks and retention hotspots before they become problems.

- Support the design and governance of bonus and incentive programs aligned to performance and business priorities.

You ensure pay decisions are consistent, competitive, and informed by both human judgement and intelligent data systems.

3. PAY TRANSPARENCY & EQUITY

- Lead SoSafe's readiness for the EU Pay Transparency Directive, owning the roadmap, the analysis, and the reporting.
Conduct regular pay equity analyses; identify risks proactively and drive remediation.

- Equip managers with clear, practical guidance on how pay is determined and how employees progress.

- Build the internal narrative around pay that employees and leaders can trust.

Transparency is a core outcome of this role - not a compliance task.

4. BENEFITS & RECOGNITION

- Own and continuously optimise benefits programs across our key markets (Germany, UK, Ireland, Portugal, France, Spain).

- Use data and AI driven insights to assess utilisation and reallocate spend toward high impact offerings.

- Partner with the wider People team to build recognition programs that reinforce performance, values, and intrinsic motivation - not just cash.

Benefits and recognition should be both human centred and ec