Total Rewards Jobs

DataikuHQI 93

Dataiku is the Platform for AI Success, the enterprise orchestration layer for building, deploying, and governing AI. In a single environment, teams design and operate analytics, machine learning, and AI agents with the transparency, collaboration, and control enterprises require. Sitting above data platforms, cloud infrastructure, and AI services, Dataiku connects the full enterprise AI stack - empowering organizations to run AI across multi-vendor environments with centralized governance. The world’s leading companies rely on Dataiku to operationalize AI and run it as a true business performance engine delivering measurable value. For more, visit the Dataiku blog , LinkedIn , X , and YouTube . We're ~1,300 builders across 18 countries. We share context openly, including how pay works. We work across functions and borders, question defaults, and own our outcomes. Our People team runs on Dataiku too, with AI agents and automated workflows. The role Location: US, East Coast remote · Reports to: VP, People Foundations You'll own Dataiku's global compensation, equity and benefits strategy. The goal: programs that win in AI talent markets, are fair inside the company, scale across 18 countries, and stay financially sustainable. Our People function is lean and decentralized. You'll work directly with executives, Finance, Legal and the Compensation Committee, lead a small Total Rewards team, and have real autonomy. This is a builder role: you'll challenge how things are done today and use AI to reinvent how rewards work. What you'll do Set the strategy. Own and evolve our global compensation philosophy, balancing market competitiveness, internal equity and financial discipline. Lead pay transparency. Define our global approach and get the company ready for new rules, including the EU Pay Transparency Directive. Build the foundations. Evolve our job architecture, leveling and salary ranges, with rigor but without bureaucracy, and give managers simple tools to make good pay decisions. Partner on equity. Design grant guidelines, new-hire and refresh awards, and partner with Finance and Legal on modeling, dilution and international tax. Advise the top. Bring clear recommendations to executives and present equity and executive comp to the Compensation Committee and Board. Run the cycles. Lead merit, promotion and incentive cycles from modeling to execution, with scalable governance and AI-enabled workflows. Own global benefits. Set strategy across entities and EOR countries, and lead the benefits team that runs day-to-day operations. What we're looking for Extensive Total Rewards or compensation experience (typically 10+ years), ideally in a global, high-growth tech or enterprise software company. Deep expertise in global comp strategy: salary structures, benchmarking, incentive design and job architecture. Strong equity experience across countries; late-stage private company experience is a big plus. Hands-on knowledge of pay transparency in Europe and North America. A track record of building or transforming rewards programs, not just running them. Experience leading teams and influencing senior executives in lean, fast-moving environments. Strong analytical and modeling skills, and real curiosity for AI and automation (Workday a plus). Bonus points: knowledge of UK and French benefits and pension programs. Why join us Real impact: shape Total Rewards for a global AI company helping the world's largest enterprises make AI work. Ownership: the autonomy to build, with direct access to executive decision-makers. Growth: help reinvent how People programs are delivered, with AI-powered workflows. #LI-Remote #LI-FR1 Compensation and Benefits The final compensation package for this role will be determined during the interview process and is based on a variety of factors, including, but not limited to, geographic location, internal equity, education, skill set, experience and training. Eligible roles may also be entitled to receive commission or other variable compensation through Dataiku's incentive compensation program. Dataiku also offers comprehensive benefits, including stock options, medical, dental, and vision plans, flexible spending accounts, pre-tax commuter benefits, a 401k company match, paid vacations and sick leave, paid parental leave, employer paid disability coverage, and additional health and wellbeing perks and benefits. Dataiku reserves the right to amend or modify employee perks and benefits at any time. US only national base pay ranges $230 — $260 USD What are you waiting for! At Dataiku, you'll be part of a journey to shape the ever-evolving world of AI. We're not just building a product; we're crafting the future of AI. If you're ready to make a significant impact in a company that values innovation, collaboration, and your personal growth, we can't wait to welcome you to Dataiku! And if you’d like to learn even more about working here, you can visit our Dataiku LinkedIn page . Our practices are rooted in the idea that everyone should be treated with dignity, decency and fairness. Dataiku also believes that a diverse identity is a source of strength and allows us to optimize across the many dimensions that are needed for our success. Therefore, we are proud to be an equal opportunity employer. All employment practices are based on business needs, without regard to race, ethnicity, gender identity or expression, sexual orientation, religion, age, neurodiversity, disability status, citizenship, veteran status or any other aspect which makes an individual unique or protected by laws and regulations in the locations where we operate. This applies to all policies and procedures related to recruitment and hiring, compensation, benefits, performance, promotion and termination and all other conditions and terms of employment. If you need assistance or an accommodation, please contact us at: [contact via application link] Protect yourself from fraudulent recruitment activity Dataiku will never ask you for payment of any type during the interview or hiring process. Other than our video-conference application, Zoom, we will also never ask you to make purchases or download third-party applications during the process. If you experience something out of the ordinary or suspect fraudulent activity, please review our page on identifying and reporting fraudulent activity here.

MastercardHQI 81

Our Purpose Mastercard powers economies and empowers people in 200+ countries and territories worldwide. Together with our customers, we’re helping build a sustainable economy where everyone can prosper. We support a wide range of digital payments choices, making transactions secure, simple, smart and accessible. Our technology and innovation, partnerships and networks combine to deliver a unique set of products and services that help people, businesses and governments realize their greatest potential. Title and Summary Senior Analyst, Total Rewards Overview • Review and evaluate compensation proposals for new hires, promotions, and transfers. • Ensure offers are aligned with internal pay structures, external market data, and compensation strategy. • Provide guidance to Talent Acquisition on compensation-related issues. • Support Total Rewards Partners in reviewing and approving compensation offers • Conduct regular analysis of external market data and compensation trends to help provide up-to-date recommendations. • Utilize compensation survey data to gather market insights and trends. • Ensure compensation proposals maintain internal equity, adhering to company guidelines and pay structures. • Continuously evaluate and improve processes for reviewing and approving compensation proposals. Role • Provides ongoing program design and analytical support for Mastercard's Total Rewards programs • Develops reports and conducts analyses to track the success of the compensation offer process • Evaluates and recommends improvements to analytics processes and/or tools • Analyzes quantitative and qualitative rewards market trends and best practices to identify implications for relevant rewards programs • Works with GBSC-HR on the effective management of Total Rewards data and technology in Workday and third party systems. Has expertise in Total Rewards systems and process flows Participates in a robust peer review process and guides junior level colleagues and applies judgement regarding when to escalate issues or concerns All About You • Extensive experience analyzing internal and external market rewards programs and competitive practices • Consistently delivered accurate, high quality and well-organized reports on rewards metrics and data • Created and delivered Total Rewards communications to business unit/market stakeholders • Demonstrated knowledge of market and internal best practices Corporate Security Responsibility All activities involving access to Mastercard assets, information, and networks comes with an inherent risk to the organization and, therefore, it is expected that every person working for, or on behalf of, Mastercard is responsible for information security and must: • Abide by Mastercard’s security policies and practices; • Ensure the confidentiality and integrity of the information being accessed; • Report any suspected information security violation or breach, and • Complete all periodic mandatory security trainings in accordance with Mastercard’s guidelines.

HP IncHQI 83

Senior Manager, Total Rewards Systems Description - Leads a global team of HR Systems professionals responsible for HP's Total Rewards Systems portfolio. Accountable for people leadership, workforce planning, portfolio delivery, operational excellence, stakeholder partnerships, solution governance, and the development of a high-performing, inclusive team. This role serves as the primary systems partner to Total Rewards and HR Global Services, aligning business priorities with system capabilities and delivery plans. The role oversees delivery of the roadmap supporting Total Rewards capabilities, including Compensation, Benefits, Recognition, Global Mobility, Leave and Absence across Workday and the broader Total Rewards and HR systems ecosystem. The successful candidate will be responsible for driving business outcomes through effective prioritization, stakeholder alignment, and delivery execution. Responsibilities • Own the Total Rewards Systems portfolio, roadmap, service performance, resource planning, budget inputs, and delivery commitments. • Partner closely with Total Rewards, HR Global Services, HRIT, Payroll, Finance, Cybersecurity, Risk, vendors, and other HR Systems teams. • Translate business strategies and priorities into actionable roadmaps, operating plans, and measurable outcomes. • Lead prioritization and trade-off decisions across competing business demands, operational requirements, dependencies, and available resources. • Ensure solutions support the broader Total Rewards landscape and align with enterprise architecture, system standards, and business objectives. • Provide governance for design, configuration, testing, release readiness, controls, security, compliance, documentation, and production support. • Monitor portfolio health, delivery performance, risks, dependencies, and stakeholder satisfaction, taking action when outcomes are at risk. • Guide resolution of complex production issues, critical incidents, and cross-functional challenges. • Drive simplification, automation, AI enablement, analytics, and continuous improvement while balancing governance and risk requirements. • Support enterprise initiatives including compensation cycles, benefits programs, job architecture changes, reorganizations, acquisitions, divestitures, and workforce transformations. • Represent the function in leadership forums and communicate priorities, recommendations, risks, trade-offs, progress, and business value. • Lead, coach, and develop a global team through goal setting, performance management, career development, recognition, and regular feedback. • Build workforce and succession plans to ensure the organization has the skills and capabilities required to meet current and future business needs. • Recruit, onboard, retain, and develop talent aligned to strategic priorities and roadmap commitments. • Establish clear priorities, decision rights, capacity plans, and delivery expectations across operational and project work. Education and Experience • Four-year university degree or equivalent experience; advanced degree preferred. • 8-10+ years of experience in HR Systems, Human Resources, Total Rewards, Payroll, Finance, or enterprise systems. • Demonstrated experience leading technical or functional teams and developing professional employees. • Experience leading complex global Workday initiatives and supporting large-scale HR processes. • Deep expertise in one or more Total Rewards domains with strong understanding of adjacent HR and payroll processes. • Experience managing portfolios, roadmaps, and cross-functional enterprise initiatives. • Relevant Workday certification preferred. Knowledge and Skills • Strong people leadership, coaching, talent development, workforce planning, and team-building capabilities. • Advanced Workday knowledge, including business processes, reporting, security, integrations, data, and controls. • Broad understanding of Total Rewards processes and supporting systems, including compensation, benefits, recognition, global mobility, and leave management, among others. • Strong portfolio, project, financial, vendor, risk, and change management skills. • Strong business acumen and the ability to translate business needs into scalable system solutions. • Executive-level communication, stakeholder management, negotiation, and influence skills. • Ability to build trusted partnerships across HR, Payroll, IT, Cybersecurity, Finance, and external vendors. • Understanding of AI, automation, analytics, and emerging technologies and their application within HR Systems. Disclaimer • This job description describes the general nature and level of work performed in this role. It is not intended to be an exhaustive list of all duties, skills, responsibilities, knowledge, etc. These may be subject to change and additional functions may be assigned as needed by management. Job - Human Resources Schedule - Full time Shift - First Shift (Mexico) Travel - No Relocation - Yes Equal Opportunity Employer (EEO) - HP, Inc. provides equal employment opportunity to all employees and prospective employees, without regard to race, color, religion, sex, national origin, ancestry, citizenship, sexual orientation, age, disability, or status as a protected veteran, marital status, familial status, physical or mental disability, medical condition, pregnancy, genetic predisposition or carrier status, uniformed service status, political affiliation or any other characteristic protected by applicable national, federal, state, and local law(s). Please be assured that you will not be subject to any adverse treatment if you choose to disclose the information requested. This information is provided voluntarily. The information obtained will be kept in strict confidence. For more information, review HP’s EEO Policy or read about your rights as an applicant under the law here: “ Know Your Rights: Workplace Discrimination is Illegal "

A*STAR - Agency for Science, Technology and ResearchHQI 78

A*STAR is seeking a strategic leader to oversee Total Rewards across the organisation. You will shape reward policies, drive governance, and lead analytics to inform workforce decisions. Reporting to CPCO, you will design frameworks for compensation, benefits, expatriate arrangements, and mobility programmes, ensuring equity, affordability and sustainability while aligning with business objectives. J-18808-Ljbffr

Kerry ConsultingHQI 78

Kerry Consulting, on behalf of a leading global hospitality group, invites applications for an accomplished Compensation & Benefits leader to shape its Group-wide rewards strategy across international markets. Reporting to the Group HR leadership team, you will oversee the full spectrum of total rewards, including compensation structures, salary and bonus reviews, benefits governance and market benchmarking. J-18808-Ljbffr

StripeHQI 89

Who we are About Stripe Stripe is a financial infrastructure platform for businesses. Millions of companies - from the world’s largest enterprises to the most ambitious startups - use Stripe to accept payments, grow their revenue, and accelerate new business opportunities. Our mission is to increase the GDP of the internet, and we have a staggering amount of work ahead. That means you have an unprecedented opportunity to put the global economy within everyone's reach while doing the most important work of your career. About the team The Total Rewards Strategy & Enablement (TR S&E) team translates people strategy into business impact, building the infrastructure, programs, and systems that make Total Rewards work at scale. We're a small, high-leverage team that bridges strategy and execution, partnering with People leadership and cross-functional teams across Finance, Legal, and the business to turn ambiguous problems into durable programs. What you’ll do Stripe's Total Rewards programs span compensation, benefits, equity, internal mobility/immigration, and mergers and acquisitions (M&A), each with cross-functional dependencies, regulatory stakes, and direct impact on the Stripes they affect. Delivering these programs well takes a Project Manager who develops real subject matter depth, engages with pillar leads as a strategic partner, and brings structure to decisions that aren't always clear-cut. We're hiring a Project Manager to own high-priority Total Rewards projects and programs end to end. You'll work closely with our Benefits, Compensation, Equity, Talent Mobility, and M&A pillars, building expertise in how these programs work and what it takes to land them well. Some programs have established playbooks you'll sharpen; others are less defined and will need you to help shape the approach before you execute it. Across all of them, you'll identify dependencies early, proactively surface and mitigate risks, and keep complex, multi-stakeholder work moving toward clear outcomes. This is a high-leverage individual contributor role for someone who brings both rigor and judgment to every project they own. Responsibilities Own end-to-end project management for high-profile cyclical and transformational Total Rewards projects, from intake and scoping through go-live and handoff to program owners Advise and embed with project teams across the Total Rewards and People portfolio, raising the quality bar and building PM capability across the extended team, not just doing the work yourself Build subject matter expertise across Benefits, Compensation, Equity, Talent Mobility, and M&A — becoming a reliable strategic thought partner to pillar teams on program decisions, not just a tracker of status Build, automate, and continuously improve the infrastructure that makes program management repeatable and scalable: intake frameworks, project plan templates, SOPs, playbooks, and handoff checklists for common program types Leverage AI tools in your daily work and the team's workflows, using them to accelerate synthesis, drafting, stakeholder communications, and documentation, and actively identifying new opportunities to work faster and better Drive cross-functional alignment across People and key partner functions (Legal, Finance, Corporate Technology, and others), creating shared visibility into priorities, dependencies, and blockers Tackle complex, ambiguous program questions with rigor and independence, owning work from problem definition through final recommendation — including defining the approach, monitoring progress, identifying risks early, and putting mitigation in place before issues land Surface patterns and gaps across the program portfolio, translating observations into structured analysis and recommendations for People leadership Who you are We're looking for someone who meets the minimum requirements to be considered for the role. If you meet these requirements, you are encouraged to apply. The preferred qualifications are a bonus, not a requirement. Minimum requirements 7+ years of People project, program, or operations management experience, including at least 3 years driving multi-stakeholder, cross-functional programs end to end, ideally at a scaling or global company A track record of building from scratch: you've created processes, playbooks, or program infrastructure where none existed before, not just improved what was already in place Excellent written communication: you can produce an executive update, a stakeholder decision memo, and a practitioner playbook with equal fluency Strong stakeholder management across senior cross-functional partners: you drive results with a balance of urgency and thoughtfulness, and know when to push, when to align, and when to escalate AI expertise: you default to AI tools for synthesis, drafting, analysis, and communications, and you proactively design workflows that help the team move faster and operate at scale. Analytical fluency: you can work with data to build a credible narrative, identify patterns across a program portfolio, and make recommendations grounded in evidence A users-first mindset: you obsess over the Stripe employee experience and the operator experience, not just the project/program artifacts Preferred qualifications Familiarity with change management frameworks (such as Prosci ADKAR) and judgment about when to apply structured change management vs. lighter-touch approaches Experience building and deploying enablement materials or training resources for cross-functional teams Experience in Total Rewards, People Operations, or an adjacent HR domain Familiarity with PM and collaboration tools (Asana, Jira, or similar) Familiarity with Total Rewards or HR systems (such as Workday, equity administration platforms, or benefits administration tools) PMP, Lean/Six Sigma, or comparable structured-program training

Redwood MaterialsHQI 79

About Redwood Materials Redwood Materials was founded in 2017 by JB Straubel, co-founder and former CTO of Tesla, on a simple but radical idea: the critical minerals powering the energy transition already exist. They just need to come back. Today Redwood is the largest lithium-ion battery recycler in North America — recovering, refining, and redeploying critical minerals from end-of-life batteries back into the supply chain. On the energy side, Redwood has deployed the largest second-life battery project in the world, delivering power to AI data centers in months rather than years using proprietary energy architecture engineered entirely in-house. The company is profitable, the market it operates in is projected to grow 20 to 50 times over the next decade, and Redwood is the only company with the supply chain, the technology, and the operational scale to lead it. Redwood Materials is seeking a strategic and business-minded leader to head our Total Rewards and People Analytics function. Reporting directly to the Chief People Officer, this role sits at the center of many of the company's most important talent, compensation, and workforce decisions. You will lead compensation, benefits, equity, and people analytics for a rapidly growing organization spanning manufacturing, engineering, business operations, and corporate functions. As a trusted advisor to the Chief People Officer and executive team, you will help shape how we attract, reward, retain, and develop talent while building the analytical capabilities that inform workforce decisions across the company. This is a highly visible role with regular exposure to executive leadership and the Compensation Committee. The successful candidate will play a central role in executive compensation strategy, equity program design and governance, board-level people reporting, and the development of scalable programs that support Redwood's continued growth. This position can be based in Reno, NV or San Francisco, CA and follows a hybrid work model with an expectation of at least three days per week on-site. Responsibilities • Partner closely with the Chief People Officer, executive leadership team, and business leaders to develop and execute Redwood's total rewards and people analytics strategy. • Serve as a key advisor on executive compensation, leadership retention, workforce planning, and organizational effectiveness. • Set the total rewards strategy and roadmap aligned with business objectives, growth plans, and market conditions. • Lead the design and administration of compensation programs, including job architecture, market benchmarking, salary structures, pay equity analysis, incentive design, and annual compensation planning. • Lead executive compensation analyses and recommendations, partnering closely with the Chief People Officer, Finance, and Legal. • Own Redwood's equity compensation program, including plan governance, grant administration, vesting management, employee communications, and executive equity matters. Partner closely with Legal and Finance to ensure programs remain compliant and scalable. • Lead preparation of compensation and people-related materials for the Board of Directors and Compensation Committee, including executive compensation reviews, benchmarking, workforce insights, and strategic recommendations. • Develop compelling people insights and board-ready reporting that enable data-driven decisions on talent, retention, organizational health, and workforce trends. • Build and lead the People Analytics function, including reporting, dashboards, data governance, workforce metrics, and executive-level workforce insights. • Oversee benefits strategy and administration, including health, retirement, wellness, vendor management, contract negotiations, and annual program evaluation. • Partner closely with HRIS, IT, Finance, Legal, Payroll, and broader People team leaders to ensure programs are operationally sound, compliant, and built to scale. • Lead and develop a team of Total Rewards and People Analytics professionals while creating the processes and infrastructure necessary to support Redwood's continued growth. Desired Qualifications • Bachelor's degree in Human Resources, Business, Analytics, Finance, or a related field; advanced degree preferred. • 10+ years of progressive experience leading compensation, total rewards, people analytics, or related HR functions in a complex, high-growth environment. • Deep expertise in compensation strategy, executive compensation, incentive design, equity compensation, market benchmarking, and salary administration. • Experience partnering with Boards of Directors and Compensation Committees, including preparation of executive compensation analyses and board materials. • Strong understanding of benefits design, retirement plans, wellness programs, vendor management, and applicable regulatory requirements. • Experience leading or building a people analytics function, including data governance, reporting frameworks, dashboards, and executive-level workforce insights. • Strong analytical skills with the ability to translate complex data into clear recommendations and actionable business decisions. • Experience working across HRIS, payroll, compensation, and workforce data platforms. • Demonstrated ability to influence senior leaders and operate effectively in highly visible, executive-facing environments. • Proven success balancing strategic thinking with operational execution. • Passion for sustainability and advancing Redwood Materials' mission. The position is full-time. Compensation will be commensurate with experience. We collect personal information (PI) from you in connection with your application for employment with Redwood Materials, including the following categories of PI: identifiers, personal records, professional or employment information, and inferences drawn from your PI. We collect your PI for our purposes, including performing services and operations related to your potential employment. If you have additional privacy-related questions, please contact us at [contact via application link].

OpenAIHQI 90

About the Team OpenAI’s Total Rewards team plays a critical role in attracting, rewarding, and retaining world-class talent in support of our mission to ensure artificial general intelligence benefits all of humanity. The team designs and delivers compensation and benefits programs that are competitive, equitable, innovative, and scalable, while balancing global strategy, local market dynamics, employee experience, and long-term sustainability. About the Role OpenAI is seeking an APAC Total Rewards Business Partner to lead and support compensation initiatives and provide regional benefits execution and operational support across the region as we continue to expand our global footprint. This role will serve as a key regional partner, helping translate OpenAI’s global Total Rewards strategy into programs and practices that reflect local market needs, regulatory requirements, and the evolving needs of our employees. In this role, you will partner closely with regional leadership, HR Business Partners, Recruiting, People Operations, Finance, Payroll, Legal, and external partners to design, implement, and manage compensation and benefits programs across APAC. You will operate as both a strategic advisor and hands-on practitioner, balancing global consistency with regional flexibility while maintaining a high bar for employee experience and operational excellence. This role is based in Singapore and we use a hybrid work model of 3 days in the Singapore office per week. In this role, you will: - Regional Total Rewards Partnership: Serve as a trusted Total Rewards advisor across APAC, providing strategic and practical guidance on compensation, benefits, market practices, and complex employee matters as the region scales. - Compensation Strategy & Design: Support the development and evolution of base pay structures, incentive programs, equity frameworks, and other compensation programs to ensure competitiveness, internal consistency, and alignment with OpenAI’s global compensation philosophy. - Benefits Execution & Operations: Partner with the International Benefits Lead to support the implementation and ongoing operation of APAC benefits programmes, aligned with agreed priorities and programme designs. Provide regional support for benefits rollouts, vendor coordination, employee communications and operational issue resolution, and surface local insights to inform programme decisions. - Market Benchmarking & Insights: Lead compensation and benefits benchmarking and market analysis across APAC, translating external market developments, regulatory changes, and regional practices into thoughtful recommendations. - Offer Strategy & Pay Decisions: Partner with Recruiting and HRBPs on offer design, compensation decisions, and approvals, balancing market competitiveness, internal equity, global philosophy, and local market considerations. - Program Management & Governance: Support the effective administration and governance of regional Total Rewards programs, ensuring strong controls, data integrity, regulatory compliance, and consistent application of policies and practices. - Employee Experience & Communication: Develop clear, thoughtful communications that help employees and leaders understand and navigate Total Rewards programs, including compensation processes, benefits enrollment, and program changes. - Operational Excellence & Automation: Identify opportunities to simplify, automate, and scale Total Rewards processes and tools while strengthening data integrity, controls, and the overall operating model. You might thrive in this role if you have: - Total Rewards Expertise: 10+ years of experience in compensation, benefits, or broader Total Rewards, with meaningful experience supporting programs across multiple APAC markets. - Regional Knowledge: Strong understanding of APAC compensation and benefits practices, market dynamics, and regulatory considerations, with the ability to navigate differences across countries and cultures. - Strategic & Analytical Thinking: Strong analytical and problem-solving skills, with the ability to translate complex data, market information, and business needs into clear recommendations. - Communication & Influence: Excellent communication and presentation skills, with demonstrated ability to advise senior leaders and navigate nuanced Total Rewards discussions across different audiences and markets. - Project Management & Execution: Strong organizational and project management capabilities, with the ability to independently manage multiple complex initiatives in a fast-moving environment. - Cross-Functional Collaboration: Proven ability to work effectively across HR, Recruiting, Finance, Legal, Payroll, Operations, and business leadership. - Operational Mindset: A strong orientation toward scalable processes, automation, data integrity, and continuous improvement, with a willingness to work hands-on through complex problems. - Adaptability: Comfort operating in ambiguity and building solutions in an evolving environment where business needs, markets, and organizational structures can change quickly. About OpenAI OpenAI is an AI research and deployment company dedicated to ensuring that general-purpose artificial intelligence benefits all of humanity. We push the boundaries of the capabilities of AI systems and seek to safely deploy them to the world through our products. AI is an extremely powerful tool that must be created with safety and human needs at its core, and to achieve our mission, we must encompass and value the many different perspectives, voices, and experiences that form the full spectrum of humanity. We are an equal opportunity employer, and we do not discriminate on the basis of race, religion, color, national origin, sex, sexual orientation, age, veteran status, disability, genetic information, or other applicable legally protected characteristic. For additional information, please see OpenAI’s Affirmative Action and Equal Employment Opportunity Policy Statement https://cdn.openai.com/policies/eeo-policy-statement.pdf. Background checks for applicants will be administered in accordance with applicable law, and qualified applicants with arrest or conviction records will be considered for employment consistent with those laws, including the San Francisco Fair Chance Ordinance, the Los Angeles County Fair Chance Ordinance for Employers, and the California Fair Chance Act, for US-based candidates. For unincorporated Los Angeles County workers: we reasonably believe that criminal history may have a direct, adverse and negative relationship with the following job duties, potentially resulting in the withdrawal of a conditional offer of employment: protect computer hardware entrusted to you from theft, loss or damage; return all computer hardware in your possession (including the data contained therein) upon termination of employment or end of assignment; and maintain the confidentiality of proprietary, confidential, and non-public information. In addition, job duties require access to secure and protected information technology systems and related data security obligations. To notify OpenAI that you believe this job posting is non-compliant, please submit a report through this form https://form.asana.com/?d=57018692298241&k=5MqR40fZd7jlxVUh5J-UeA. No response will be provided to inquiries unrelated to job posting compliance. We are committed to providing reasonable accommodations to applicants with disabilities, and requests can be made via this link https://form.asana.com/?k=bQ7w9h3iexRlicUdWRiwvg&d=57018692298241. OpenAI Global Applicant Privacy Policy https://cdn.openai.com/policies/global-employee-and-contractor-privacy-policy.pdf At OpenAI, we believe artificial intelligence has the potential to help people solve immense global challenges, and we want the upside of AI to be widely shared. Join us in shaping the future of technology.

openaiHQI 83

About the Team OpenAI’s Total Rewards team plays a critical role in attracting, rewarding, and retaining world-class talent in support of our mission to ensure artificial general intelligence benefits all of humanity. The team designs and delivers compensation and benefits programs that are competitive, equitable, innovative, and scalable, while balancing global strategy, local market dynamics, employee experience, and long-term sustainability. About the Role OpenAI is seeking an APAC Total Rewards Business Partner to lead and support compensation initiatives and provide regional benefits execution and operational support across the region as we continue to expand our global footprint. This role will serve as a key regional partner, helping translate OpenAI’s global Total Rewards strategy into programs and practices that reflect local market needs, regulatory requirements, and the evolving needs of our employees. In this role, you will partner closely withe, Payroll, Legal, and external partners to design, implement, and manage compensation and benefits programs across APAC. You will operate as both a strategic advisor and hands-on practitioner, balancing global consistency with regional flexibility while maintaining a high bar for employee experience and operational excellence. This role is based in Singapore and we use a hybrid work model of 3 days in the Singapore office per week. In this role, you will: Regional Total Rewards Partnership: Serve as a trusted Total Rewards advisor across APAC, providing strategic and practical guidance on compensation, benefits, market practices, and complex employee matters as the region scales. Compensation Strategy & Design: Support the development and evolution of base pay structures, incentive programs, equity frameworks, and other compensation programs to ensure competitiveness, internal consistency, and alignment with OpenAI’s global compensation philosophy. Benefits Execution & Operations: Partner with the International Benefits Lead to support the implementation and ongoing operation of APAC benefits programmes, aligned with agreed priorities and programme designs. Provide regional support for benefits rollouts, vendor coordination, employee communications and operational issue resolution, and surface local insights to inform programme decisions. Market Benchmarking & Insights: Lead compensation and benefits benchmarking and market analysis across APAC, translating external market developments, regulatory changes, and regional practices into thoughtful recommendations. Offer Strategy & Pay Decisions: Partner with Recruiting and HRBPs on offer design, compensation decisions, and approvals, balancing market competitiveness, internal equity, global philosophy, and local market considerations. Program Management & Governance: Support the effective administration and governance of regional Total Rewards programs, ensuring strong controls, data integrity, regulatory compliance, and consistent application of policies and practices. Employee Experience & Communication: Develop clear, thoughtful communications that help employees and leaders understand and navigate Total Rewards programs, including compensation processes, benefits enrollment, and program changes. Operational Excellence & Automation: Identify opportunities to simplify, automate, and scale Total Rewards processes and tools while strengthening data integrity, controls, and the overall operating model. You might thrive in this role if you have: Total Rewards Expertise: 10+ years of experience in compensation, benefits, or broader Total Rewards, with meaningful experience supporting programs across multiple APAC markets. Regional Knowledge: Strong understanding of APAC compensation and benefits practices, market dynamics, and regulatory considerations, with the ability to navigate differences across countries and cultures. Strategic & Analytical Thinking: Strong analytical and problem-solving skills, with the ability to translate complex data, market information, and business needs into clear recommendations. Communication & Influence: Excellent communication and presentation skills, with demonstrated ability to advise senior leaders and navigate nuanced Total Rewards discussions across different audiences and markets. Project Management & Execution: Strong organizational and project management capabilities, with the ability to independently manage multiple complex initiatives in a fast-moving environment. Cross-Functional Collaboration: Proven ability to work effectively across HR, Recruiting, Finance, Legal, Payroll, Operations, and business leadership. Operational Mindset: A strong orientation toward scalable processes, automation, data integrity, and continuous improvement, with a willingness to work hands-on through complex problems. Adaptability: Comfort operating in ambiguity and building solutions in an evolving environment where business needs, markets, and organizational structures can change quickly. About OpenAI OpenAI is an AI research and deployment company dedicated to ensuring that general-purpose artificial intelligence benefits all of humanity. We push the boundaries of the capabilities of AI systems and seek to safely deploy them to the world through our products. AI is an extremely powerful tool that must be created with safety and human needs at its core, and to achieve our mission, we must encompass and value the many different perspectives, voices, and experiences that form the full spectrum of humanity. We are an equal opportunity employer, and we do not discriminate on the basis of race, religion, color, national origin, sex, sexual orientation, age, veteran status, disability, genetic information, or other applicable legally protected characteristic. For additional information, please see OpenAI’s Affirmative Action and Equal Employment Opportunity Policy Statement https://cdn.openai.com/policies/eeo-policy-statement.pdf. Background checks for applicants will be administered in accordance with applicable law, and qualified applicants with arrest or conviction records will be considered for employment consistent with those laws, including the San Francisco Fair Chance Ordinance, the Los Angeles County Fair Chance Ordinance for Employers, and the California Fair Chance Act, for US-based candidates. For unincorporated Los Angeles County workers: we reasonably believe that criminal history may have a direct, adverse and negative relationship with the following job duties, potentially resulting in the withdrawal of a conditional offer of employment: protect computer hardware entrusted to you from theft, loss or damage; return all computer hardware in your possession (including the data contained therein) upon termination of employment or end of assignment; and maintain the confidentiality of proprietary, confidential, and non-public information. In addition, job duties require access to secure and protected information technology systems and related data security obligations. To notify OpenAI that you believe this job posting is non-compliant, please submit a report through this form https://form.asana.com/?d=57018692298241&k=5MqR40fZd7jlxVUh5J-UeA. No response will be provided to inquiries unrelated to job posting compliance. We are committed to providing reasonable accommodations to applicants with disabilities, and requests can be made via this link https://form.asana.com/?k=bQ7w9h3iexRlicUdWRiwvg&d=57018692298241. OpenAI Global Applicant Privacy Policy https://cdn.openai.com/policies/global-employee-and-contractor-privacy-policy.pdf At OpenAI, we believe artificial intelligence has the potential to help people solve immense global challenges, and we want the upside of AI to be widely shared. Join us in shaping the future of technology.

H&M GroupHQI 74

WHAT YOU’LL DO ​ As a Total Rewards Partner, you will partner with the business to deliver and govern Total Rewards practices that are consistent, compliant, competitive, and aligned with global frameworks. You will support leaders with insights, data, and expert guidance to drive fair and business‑relevant reward decisions. In this role, you will be responsible for the Sales Market, consisting of the Czech Republic, Slovakia, Romania and Hungary. You will: Act as a rewards partner for the Sales Market, ensuring alignment with global Total Rewards strategy while maintaining local relevance. Lead the execution of compensation, benefits, mobility, and other rewards programs at Sales Market level. Support the implementation and communication of pay structures and compensation principles across the sales market. Oversee annual rewards processes including salary review, incentive planning, budgeting, and market benchmarking. Drive compliance with global Total Rewards policies and ensure alignment with local legislation and internal standards. Partner with HR, Finance, and business stakeholders to enable strong reward‑related decision‑making. Provide expert advice and training to HR and senior leaders on compensation and benefits topics. Collaborate with Global Total Rewards teams to strengthen processes, tools, and governance. Analyze internal and market data to maintain competitive and equitable reward practices and support continuous improvement. WHO YOU’LL WORK WITH ​ As a Total Rewards Partner, you will work closely with HR leaders, business stakeholders, Finance teams, and Global Total Rewards team, to ensure a consistent and strategic Total Rewards approach that supports business goals and an attractive employee experience. WHO YOU ARE ​ We are looking for people with… A degree in Human Resources, Finance, Business, or a related field (or equivalent experience). A solid background in compensation and benefits or Total Rewards roles, ideally in an international or matrix environment. Ability to navigate complex reward topics and translate frameworks into clear, practical recommendations. Strong analytical capabilities, with confidence in working with data, benchmarking, and compensation structures. Experience partnering with senior stakeholders and supporting reward‑related decision‑making. Strong communication and influencing skills, enabling you to explain complex topics in a clear and engaging way. Proficiency in English to collaborate effectively across markets and global teams. And people who are… Collaborative team players who enjoy working cross‑functionally and building strong relationships. Structured, proactive, and comfortable managing multiple timelines and priorities. Curious, analytical, and committed to continuous improvement in processes and data quality. Clear communicators with a solution‑oriented mindset and passion for fairness and transparency. WHO WE ARE ​ H&M group is a global company of strong fashion brands and ventures. Our goal is to prove that there is no compromise between exceptional design, affordable prices, and sustainable solutions. We want to liberate fashion for the many, and our customers are at the heart of every decision we make.​ We are made up of thousands of passionate and talented colleagues united by our shared culture and values. Together, we want to use our power, our scale, and our knowledge to push the fashion industry towards a more inclusive and sustainable future. ​ WHY YOU’LL LOVE WORKING HERE  ​ At H&M Group, we are proud to be a vibrant and welcoming company. We offer our employees attractive benefits with extensive development opportunities around the globe. ​ More specifically, we offer: 25% staff discount for you and one family member across all H&M Group brands – in stores and online (H&M, COS, Weekday, Monki, H&M HOME, & Other Stories, ARKET).   Working mode: 4 days from office / 1 day flexible. Meal Allowance – Receive a meal allowance of 90 Kč for each working day, included in your salary. H&M HIP incentive program. Relaxing Days - 2 additional days off in your first year and 4 days annually after your first year with us. Referral bonus for recommending externally hired colleagues. Co-financed access to either a Multisport Card. Occasional coupons and bonuses throughout the year. Extra Annual Leave - 1 additional vacation day after 6 months of employment. Additional day off (jubilee). Educational Learning Studio platform, including LinkedIn Learning. Structured year-round development process with goal setting, performance evaluation, and achievement review. Career opportunities, with 70% of our recruitment processes filled through internal promotions. JOIN US ​ Our uniqueness comes from a combination of many things – our inclusive and collaborative culture, strong values, and opportunities for growth. But most of all, it’s our people who make us who we are. This is a full-time role based on a local contract in  Prague, Czech Republic . The Total Rewards Partner reports to the People Manager. If you feel that this is an opportunity that will drive you, please apply with your CV in English no later than   11th Oktober 2026. Due to data privacy policies, we only accept applications via our career page. Take the next step in your career with us. The journey starts here. * we are committed to a recruitment process that is fair, equitable, and based on competency. We therefore kindly ask you to not attach a cover letter in your application. ​

H & M Hennes & Mauritz GBC ABHQI 83

Job Description Are you interested in combining compensation, data and analytics with global HR processes? We are looking for a Total Rewards Analyst to join our global Rewards team and help us develop fair, transparent and data-driven reward practices across the H&M Group. You will be a key contributor to the successful execution of core rewards programs, partnering to the Compensation Program Leads to deliver different types of compensation data analysis and prepare market and trend reporting. In this role, you will work at the intersection of compensation, HR data, analytics and process development. You will support global reward processes, develop analytical tools and insights, and collaborate with stakeholders across sales markets and functions. As a Total Rewards Analyst, you will also secure data governance and ways of working within the area of total rewards by driving data optimizations and creating working procedures for core systems and rewards data management. Through impactful reporting, data analysis, and visually compelling presentations, you will translate insights into stories that support decision-making, enhance transparency, and drive better reward outcomes across the organization. WHAT YOU’LL DO Support core rewards programs execution through data analytics, systems set-up and preparation, reporting and insights. Lead Total Rewards systems and data initiatives to improve data quality, process efficiency, governance, and user experience. Own and maintain compensation data assets, including master files, tools, templates, inventories, and reporting structures. Develop, enhance, and govern the systems, data and tools used for core rewards processes, such as annual salary reviews, incentive cycles, budget planning, salary structures, and related programs. Perform compensation, position and employee data audits to ensure accuracy, consistency, compliance, and readiness for business and regulatory requirements. Analyze internal and external compensation data, market trends, and workforce insights to support rewards decision-making and program development.

Vend Marketplaces ABHQI 80

THE OPPORTUNITY IN A NUTSHELL You? A rewards expert with a sharp analytical mind, proven project management skills, and a passion for using technology and AI to drive strategic impact in a fast-paced environment. Role? Total Rewards Manager joining Vend’s Rewards team to drive our multi-year rewards strategy, lead high-impact projects and roadmaps and mentor our growing team. Company? Vend, home of FINN, Blocket, Tori, Oikotie, DBA & Bilbasen, where millions of people across the Nordics connect to find what they need, whether it’s a job, a home, a way to move, or a fresh start. Why us? This is your chance to shape the evolution of rewards in a listed company environment, lead high-impact projects end-to-end, drive the strategic implementation and communication of our multi-year rewards roadmap, and translate complex structures into clear narratives – aligning key stakeholders and acting as a vital mentor to our growing team in a supportive and forward-thinking environment. Sounds like your cup of tea? Check out the details below! WHO ARE YOU? You have 4+ years of experience in Rewards, with a solid grasp of the Nordic compensation landscape, benefits, and compliance frameworks. Experience with navigating collective agreements and labour union relationships is an advantage. You have experience driving end-to-end reward processes and steering compensation frameworks to successfully embed a pay-for-performance culture. You possess strong project management skills – a background in management consulting or fast-paced corporate environments is an advantage. You are commercially sharp and analytical, able to transform complex data into clear narratives and strategic recommendations. You have a genuine enthusiasm for technology, with an eagerness to experiment with AI and are comfortable leveraging HRIS modules to audit data, build automated workflows and optimise reward processes. You have strong stakeholder management skills, with the ability to navigate a cross-border organisation and guide the organisation through structural changes. You bring an approachable, empathetic presence to our data-driven discipline, allowing you to engage different audiences effectively and establish credibility. WHAT’S THE JOB LIKE? Day-to-day work & projects cooking As a Total Rewards Manager, your mission is to be a key player in delivering Vend's reward strategy. Your work will span the full spectrum of rewards – driving the strategic implementation and continuous evolution of our multi-year roadmap, while acting as a vital partner in shaping future rewards. You will lead key projects end-to-end, drive reward core cycles (compensation reviews, bonus cycles), and ensure governance is coordinated across HR, Finance, and our cross-border business verticals. The role ranges from developing competitive compensation frameworks to support in preparation of the Board’s Compensation Committee meetings. A core part of your role will be "working smarter" — you will critically review existing processes to identify opportunities for automation and digitization using AI and data analytics. The challenge to turn into an opportunity! You will operate in a fast-paced environment where multiple high-impact priorities run concurrently. This challenge is your opportunity to take ownership from day one, influence strategic compensation decisions at the highest level, and directly impact Vend's long-term performance culture and growth. A few words from Quttab Aslam, Director of Total Rewards Hi, I'm Quttab — Director of Total Rewards! Our team is collaborative, curious, and genuinely passionate about making rewards work better. We value ownership, continuous improvement, and the use of technology to work smarter. We operate at pace across a wide range of topics – from executive compensation and Board reporting to process design and analytics – and we're at our best when everyone brings their perspective to the table. Ultimately, I am looking for a true strategic sparring partner who can help design our future initiatives while actively mentoring and growing our team. If you're someone who takes initiative, thrives with autonomy, and wants to do meaningful work in a listed company environment, we'd love to hear from you. GOT YOUR ATTENTION? Let us hear from you! The latest date to apply is the 21st of October. Please apply and tell us why this challenge speaks to you! QUESTIONS? José Carlos Reis, Talent Acquisition, is happy to provide information together with Quttab Aslam, Director of Total Rewards, about the daily work and answer any questions you may have! Want to get a feel for our culture and what drives us? Take a peek behind the scenes at our Career Page! At Vend, our mission is simple: Smart choices made easy. We’re here to make sustainable living effortless through seamless digital experiences. As part of a dynamic family of marketplaces, including FINN, Blocket, Tori, Bytbil, Oikotie, Bilbasen, and DBA, we connect people with services and products that matter. Driven by purpose and curiosity, we constantly evolve to meet today’s needs and shape a smarter, more sustainable tomorrow. At Vend, your time matters. We want you to explore new paths to smarter. Be curious with technology and lean forward. Dare to try, learn, and try again, as we innovate, grow and succeed together. Because your time matters. And when spent wisely, it creates value for you, for Vend, and society as a whole.

H&M GroupHQI 74

Are you interested in combining compensation, data and analytics with global HR processes? We are looking for a Total Rewards Analyst to join our global Rewards team and help us develop fair, transparent and data-driven reward practices across the H&M Group.  You will be a key contributor to the successful execution of core rewards programs, partnering to the Compensation Program Leads to deliver different types of compensation data analysis and prepare market and trend reporting. In this role, you will work at the intersection of compensation, HR data, analytics and process development. You will support global reward processes, develop analytical tools and insights, and collaborate with stakeholders across sales markets and functions.  As a Total Rewards Analyst, you will also secure data governance and ways of working within the area of total rewards by driving data optimizations and creating working procedures for core systems and rewards data management. Through impactful reporting, data analysis, and visually compelling presentations, you will translate insights into stories that support decision-making, enhance transparency, and drive better reward outcomes across the organization.   WHAT YOU’LL DO  Support core rewards programs execution through data analytics, systems set-up and preparation, reporting and insights.   Lead Total Rewards systems and data initiatives to improve data quality, process efficiency, governance, and user experience.  Own and maintain compensation data assets, including master files, tools, templates, inventories, and reporting structures.  Develop, enhance, and govern the systems, data and tools used for core rewards processes, such as annual salary reviews, incentive cycles, budget planning, salary structures, and related programs. Perform compensation, position and employee data audits to ensure accuracy, consistency, compliance, and readiness for business and regulatory requirements.  Analyze internal and external compensation data, market trends, and workforce insights to support rewards decision-making and program development.  Act as the subject matter expert for Total Rewards systems and technology, leading system configuration, technical setup, updates, and continuous improvement initiatives.  Design and implement reports, dashboards, analytics, and new system capabilities that strengthen HR, manager, and leadership decision-making.  Establish and maintain governance frameworks, standards, guidelines, and ways of working for rewards data, systems, and processes across the organization.  Ensure compliance with compensation-related regulations and internal policies, through partnering with local specialists to monitor legal requirements and maintain appropriate controls.  Prepare ad-hoc data analytics and reports, as needed.   WHO YOU'LL WORK WITH  As a Total Rewards Analyst you will be part of the Central People Organization of H&M Group, and will report to Global Compensation Manager. You will work in close collaboration with Rewards Experts and other Total Rewards Analysts in the team and will engage with the broader global rewards community.   WHO YOU ARE  We are looking for people with:  Bachelor’s Degree in information technologies, data sciences, statistics, economics, engineering, or related discipline is required.  Minimum 2 years’ experience of working with data, analytics and reporting, process automations, or systems.  Experience of having worked with business and employee data, preferably HR Reporting and Analytics.  Experience in compensation, Total Rewards, HR analytics, People Analytics, finance or another analytical HR-related field.   Strong proficiency in working with large amounts of data and presenting results, advanced Excel Skills, including Power Pivot, Power Query.  Very good knowledge of MS 365, experienced Power BI user  Experience with Workday, SuccessFactors, SAP, Cornerstone or other HRM System.  Analytical and numerical skills. Data storytelling and the ability to translate data analyses into understandable terms in order to influence a business decision or action.  Ability to effectively handle numerous tasks simultaneously within time constraints  Written and verbal communication skills  Proactive and solution-oriented mindset  Planning & Organizing skills  Ability to work in a team or independently on assigned projects.  Ability to deal with ambiguity while juggling multiple priorities.  Strong attention to detail, and ability to work with highly sensitive and confidential material.   

TE ConnectivityHQI 75

This job is with TE Connectivity, an inclusive employer and a member of myGwork – the largest global platform for the LGBTQ business community. Please do not contact the recruiter directly. At TE, you will unleash your potential working with people from diverse backgrounds and industries to create a safer, sustainable and more connected world. Job Overview The Global Compensation team is responsible for designing, implementing, and continuously improving global compensation programs, tools, and

Legora ABHQI 86

About Us Legora is redefining how legal work gets done. Not built for lawyers, built with them. We work alongside the world’s best legal teams, who expect excellence, precision, and speed, and we hold ourselves to the same bar. Our AI-native workspace lets legal professionals move faster, think more clearly, and operate with sharper precision. By analysing thousands of documents in minutes and powering end-to-end workflows, we cut through complexity, teams can focus on what matters: judgment, strategy, and outcomes. 1,000+ customers across 50+ countries trust us, including Cleary Gottlieb, Goodwin, Linklaters, White & Case, Dentons, and Barclays. We’ve scaled to $100M+ in ARR, with teams across Europe, North America and APAC, and continue to expand through acquisitions including Qura, Walter AI and Graceview. We partner with world-class performers: including Aaron Judge and the New York Yankees, Ludvig Åberg (and his caddie), and campaigns featuring Jude Law. Joining Legora means three things. We lean in: ownership over titles, outcomes over intentions. We fight for excellence: high standards, direct, ego-free feedback. We grow together: as a team and with our customers. Mission before ego. Everyone contributes. No one coasts. If you’re driven by impact, pace, and raising the bar. This is the place. The role As Total Rewards Analyst, you'll be the analytical backbone of Legora's reward function — turning data into insight across compensation, equity, benefits, and mobility. You'll work directly within the Total Rewards team, reporting to the VP of Total Rewards, and collaborate closely with the Total Rewards Manager. This is a role for someone who is energised by making sense of complex data, building robust processes, and making sure every part of our reward engine runs smoothly and accurately. What you will do Build and maintain reward reporting and dashboards covering compensation, equity, benefits, and mobility — enabling the team and leadership to make data-informed decisions. Support compensation benchmarking cycles: gather and clean market data, model scenarios, and present findings clearly. Analyse equity data to track grant activity, vesting milestones, and programme performance across regions. Build and improve People operations processes across the reward function — creating workflows and documentation that reduce manual effort and increase accuracy. Support the administration of benefits programmes across markets, coordinating with external vendors and ensuring data accuracy. Support the mobility programme operationally — coordinating documentation, timelines, and third-party providers. Help prepare materials for employee and manager communications on compensation, benefits, and equity topics, and contribute to reward-related compliance activities as needed. Who you are You love digging into data to find patterns and build clarity out of complexity. You're a natural problem-solver with a keen eye for process, accuracy, and making things run better. We think you'll thrive here if you have: 3+ years of experience in a People, Reward, Finance, or Operations analyst role — ideally in a high-growth or international environment. Strong analytical skills with experience handling complex datasets; proficiency in Excel or Google Sheets is essential, and experience with HRIS or reward tools is a plus. Familiarity with compensation frameworks, equity programmes, or benefits administration — even if not a specialist in all areas. High attention to detail and comfort working with sensitive, confidential data. A process-builder mindset: you don't just do the work, you look for ways to make the work better. Clear and confident communicator, able to present data and findings simply to a range of stakeholders. Why Legora This is an exceptional opportunity to grow within a reward function that's building from the ground up. You'll gain broad exposure across every dimension of total rewards — compensation, equity, benefits, and mobility — while working alongside experienced people leaders in a company with real momentum. We value clarity, humility, and impact. Your work will directly support the team that shapes how every Legora employee is rewarded. We're just getting started. Legora is an Equal Opportunity Employer At Legora, we believe great teams are built on diversity of thought and experience. We’re proud to be an equal opportunity employer and committed to creating an inclusive, high-performance culture where everyone can do their best work. We welcome people of all backgrounds and don’t discriminate based on race, color, religion, national origin, gender, gender identity or expression, sexual orientation, age, disability, veteran status, or any other characteristic protected by law.

SunrunHQI 82

Ever since we started in 2007, Sunrun has been at the forefront of connecting people to the cleanest energy on Earth. It's why we've become the #1 home solar and battery company in America. Today, we're on a mission to change the way the world interacts with energy, and we're building a company and brand that puts power at the center of life. And we're doing it by designing a dynamic culture where employee development, well-being, and safety come first. We're unlike any other solar company. Our vertically integrated model gives us total control over every part of the energy lifecycle - from sale through installation and beyond - so you can find endless opportunities for growth. Come join a career you can grow in and a culture you can run with. As a leader at Sunrun, you'll bring our leadership principles to life by creating the experience, leading by example, and communicating well & often. You'll keep score to drive results, develop people to help them grow, and build a deliberate culture where our values shine: We Love People, We Love to Create, and We Love to Run. Most importantly, you'll attract and retain top talent to help Sunrun build the best team on the planet. Together, we run. This role will be a critical leader leading, designing and delivering a holistic, human-centered people strategy that attracts, retains, and engages world-class talent to drive Sunrun's mission. This individual will lead a high-performing team across all People Operations, Compensation, Benefits, and the Data & Analytics functions. As a key partner to the Executive Leadership Team, this role will own and evolve our total rewards philosophy and compensation-related interactions with the Compensation Committee of the Board of Directors. The ideal candidate has a strategic command of total rewards and people operations, coupled with executive compensation expertise, exceptional analytical rigor, and the ability to guide and influence stakeholders with confidence. TOTAL REWARDS STRATEGY EXECUTION • Compensation: Drive the design, implementation, and administration of all compensation programs, including salary structures, incentive plans, and team member recognition. Lead the annual compensation cycle, including benchmarking, merit increases, and equity grants. • Executive Compensation & Board Engagement: Own the preparation of Compensation Committee materials and provide strategic counsel to the executive team and board on equity programs, pay-for-performance, and market competitiveness. • Benefits & Wellness: Lead the strategic design and administration of our benefits and wellbeing programs, ensuring they are competitive, inclusive, and supportive of a diverse employee population. Lead the annual open enrollment process and oversee vendor partnerships and compliance to optimize costs and the employee experience. PEOPLE OPERATIONS COMPLIANCE • Operational Excellence: Lead and mentor the People Operations team to drive operational excellence and continuous improvement across all HR systems and processes • HRIS Optimization: Act as a key partner for HRIS system strategy and functionality, ensuring our technology supports the efficient execution of People Team initiatives. • Compliance & Governance: Partner with Legal and Finance to ensure full compliance with public company disclosure requirements, audits, and all federal, state, and local regulations governing compensation, benefits, and employment. PEOPLE DATA ANALYTICS • Data-Driven Insights: Build and maintain robust people analytics to support transparency and data-driven decisions for leadership across all People functions. • Metrics & Reporting: Own key metrics and reporting to measure the effectiveness and ROI of our total rewards programs and overall people strategy. REQUIRED QUALIFICATIONS • 12+ years of progressive experience in Total Rewards and People Operations, including executive compensation leadership in a publicly traded company. • Experience directly supporting Compensation Committees and engaging with board-level stakeholders. • Deep knowledge of compensation structures (base, bonus, equity), benefits programs, HRIS systems (e.g., Workday) • Familiarity with SEC regulations, proxy disclosure, and CD&A reporting. • Strong analytical, modeling, and communication skills, with the ability to distill complex data into actionable insights for both executives and employees. • Bachelor's degree in Human Resources, Business, Finance, or a related field; an advanced degree or relevant professional certifications (e.g., CCP, CBP) are highly preferred. • Proven ability to build relationships with stakeholders, and lead through influence in a dynamic, high-growth environment. RECRUITER: Amanda Frock (amanda.frock@sunrun.com) Please note that the compensation information is made in good faith for this position only. It assumes that the successful candidate will be located in markets within the United States that warrant the compensation. Please speak with your recruiter to learn more. Starting salary/wage for this opportunity: $236,480.52 to $315,307.36 Compensation decisions will not be based on a candidate's salary history. You can learn more here. This job description outlines the primary responsibilities, some essential job functions, and qualifications for the role. It may not include all essential functions, tasks, or requirements. If you are a qualified individual with a disability and you need reasonable accommodation during the hiring process or to perform this role, please contact us at candidateaccommodations@sunrun.com. Sunrun is proud to be an equal opportunity employer that does not tolerate discrimination or harassment of any kind. We believe that empowering people and valuing their differences are essential for our mission of connecting people to the cleanest energy on earth. Learn more here: EEO | Sunrun

The Coca-Cola CompanyHQI 77

This role has two positions. JOB SUMMARY: Total Rewards Operational Effectiveness Director is responsible for driving efficiencies, ensuring consistency, and leveraging technology to streamline Total Rewards (TR) administration processes. While the director will not have direct reports, they are expected to lead the process improvements across all TR Consultants regardless of reporting lines. They will need to partner closely with TR leaders and cross-functional partners to implement best-in-class total rewards practices that improve efficiency, reduce risk, deliver on the organization's strategic objectives and enhance the employee experience. KEY RESPONSIBILITIES CAN INCLUDE: • In partnership with peers and leaders, develop and execute a global strategy for the standardization and automation of total rewards processes. This includes identifying and prioritizing opportunities, calculating Return on Investment, and taking into consideration capacity constraints. • Collaborate with HR, IT, Finance, and other departments to ensure designed new processes are well considered and do not raise material risks or compliance issues. • Set ambitious targets and track progress to drive impactful results. • Identify and implement best practices for the global standardization of processes globally across TR • Conduct regular reviews and audits of total rewards processes to identify opportunities for standardization and improvement. • Drive the automation of manual total rewards processes utilizing tools and technology as appropriate, including bots, Artificial intelligence, macros and other tools. • Partner with the HR Technology team, internal partners and external vendors to select and deploy solutions that enhance efficiency and accuracy. • Monitor and evaluate the performance of automated TR processes, making adjustments as needed to optimize effectiveness. • Lead change management efforts to drive the adoption of standardized and automated total rewards processes across the organization. • Develop and deliver training and communication programs to support the transition to new processes and systems. • Engage with stakeholders at all levels to gather feedback and ensure successful implementation. • Establish and monitor key performance indicators (KPIs) to measure the effectiveness and efficiency of total rewards processes. • Use data and analytics to inform decision-making, prioritization and to drive continuous improvement. • Collaborate with partners (payroll, HR Tech, procurement, Communications, TR leaders, etc.) to ensure end-to-end processes are effective - not just internal procedures. QUALIFICATIONS: • Bachelor's degree in Human Resources, Business Administration, or a related field preferred. • Demonstrated commitment to ethical practices and integrity in previous roles. • Role model for growth behaviors • At least 10 years of experience in process standardization and automation with a focus on TR topics preferred. • Proven problem-solving, time management, teamwork, and communication skills • Excellent communication and interpersonal skills with an emphasis on honesty and transparency. • Ability to work in a fast-paced, global environment.

ZinnovHQI 79

About Zinnov Zinnov is a global management consulting firm that helps organizations make decisions that actually get used — and deliver results that matter. For over two decades, we’ve partnered with leading enterprises, high-growth technology companies, and investors to answer some of the toughest questions they face: • Where should we invest? • How do we scale globally? • What capabilities will win in the next decade? Our work shapes market entry strategies, global operating models, M&A decisions, and long-term growth bets. We’re known for being data-led, execution-focused, and outcome-driven — not opinion-heavy slideware. At Zinnov, how you work matters as much as what you deliver. We value independent thinking, crisp communication, and early ownership. With 450+ professionals across 10 global offices, we work across industries including Digital Services, ER&D, Enterprise Software, Semiconductors, Healthcare, BFSI, Automotive, Media & Telecom, and Private Equity. Zinnov isn’t for everyone. It’s for people who want steep learning curves, honest feedback, and the chance to see their work influence real business decisions — not just presentations. Why Globalization Excellence (GE) Zinnov’s Globalization Excellence (GE) practice helps enterprises build and scale Global Capability Centers (GCCs) end-to-end — from Design & Discovery to Build, Scale, and Run. In GE, you don’t work in silos. You: • Own complex, end-to-end client journeys • Work across GCC advisory, managed services, and BOT / outsourcing models • Influence leadership decisions that shape long-term talent and operating strategies This is where strategy meets execution — and where talent plays a defining role. About the role Help global companies build and run a Total Rewards system that attracts the talent their GCC needs, holds together economically, keeps the right internal and global equity, and survives contact with scale. You will own engagements end to end. You should be as comfortable arguing workforce economics with a CFO as designing a salary structure, settling a fitment exception, or making the model work after launch. What You Will Do • Diagnose : Understand the business strategy, GCC charter, workforce plan and talent segments. Set the rewards philosophy, the market position, and where the company should spend differently. • Benchmark . Define the right talent market by skill, function, level and geography. Select and read Mercer, Aon, WTW and Radford data, and say what it does not tell you. • Design or localize job families, levels, grades, career tracks, salary bands, promotion rules and India-to-global mapping. • Design pay : Base structures, variable plans, equity, executive compensation, skill premiums, joining and retention awards for customer programs, fitment rules, overlap allowances, merit and bonus budgets. • Design benefits. Medical and insurance, retirement and statutory, leave, parental, well-being, flexible benefits, transport, recognition. • Fix parity: Address inequity, compression, outliers and legacy inconsistency while holding India competitiveness against global architecture. • Model the economics: Multi-year scenarios that make the cost-versus-talent tradeoff explicit to Finance and the business. • Implement: Employee mapping, policy, exception rules, HRIS and payroll requirements, manager guidance, employee communication, transition, testing, go-live, first comp cycle. • Operate and improve: Governance plus the measures that matter: offer acceptance, comp-related declines, regrettable attrition, critical-skill retention, range penetration, compression, promotion velocity, benefit take-up, sentiment, labor-cost variance. • Cover the lifecycle: Greenfield builds, rapid scale-up, EOR-to-entity transitions, global-to-India mapping, new capabilities and cities, M&A harmonization, restructuring, and the shift to product ownership. • Build the capability: Reusable diagnostics, benchmark and cost models, templates, playbooks and dashboards that make the next engagement faster. Experience • Hands-on Total Rewards expertise, with a record of personally designing material programs rather than administering them. • Has carried designs into implementation and can say what changed in policy, systems, payroll, mapping, communication and governance. • Influences senior executives without formal authority. • Connects rewards decisions to hiring, retention, talent quality, experience and business economics. • Uses numbers well and decides with incomplete data and real tradeoffs. • Knows the India technology and GCC talent markets. Direct GCC experience helps; strong transferable judgment can substitute. • High agency. Builds methods and tools while serving live customers; can identify future resourcing needs without assuming approved headcount. What Success Looks Like • Rewards strategy & pay architecture • Job architecture, levelling & job evaluation • Annual compensation cycle ownership & budget discipline • Benchmarking methodology & market intelligence • Variable pay, incentive & equity design • Pay equity, internal parity & cost governance • Benefits design, rationalization & harmonization • Labour code compliance & risk mitigation • Rewards analytics & executive reporting • Executive stakeholder advisory & influence • M&A, integration & transformation support Zinnov is an equal opportunity employer. We celebrate diversity and are committed to building an inclusive workplace. We welcome applications from individuals of all backgrounds, communities, and experiences.

JobBusters AktiebolagHQI 74

Din nya roll Till vår kund söker vi nu en Total Rewards Specialist som vill bidra till att utveckla och säkerställa en hållbar, konkurrenskraftig och välfungerande ersättnings- och förmånsstruktur. Du blir en viktig del av organisationens Total Rewards-arbete och arbetar nära Head of Total Rewards, HR Business Partners och chefer. Rollen kombinerar analys, struktur och utveckling med ett operativt fokus, där du får möjlighet att omsätta data och regelverk till konkreta beslutsunderlag och insikter. Som Total Rewards Specialist arbetar du brett inom Compensation & Benefits, med fokus på bland annat lönestrukturer, jobbarkitektur, arbetsvärdering och förmåner. Du kommer bland annat att: Ta fram analyser, rapporter och beslutsunderlag inom Compensation & Benefits Arbeta utifrån etablerade ersättnings- och förmånsramverk, riktlinjer och processer Säkerställa korrekt tillämpning av policys, kollektivavtal och relevant lagstiftning Förvalta och utveckla jobbarkitektur, lönestrukturer och arbetsvärdering Genomföra löne- och marknadsanalyser samt ta fram underlag för lönespann och ersättningsnivåer Stödja lönerevisionsprocessen genom analyser, beräkningar och kvalitetssäkring Ta fram underlag till HR och chefer vid exempelvis nyanställningar och andra lönerelaterade frågor Bidra i arbetet med anställningsförmåner, exempelvis förmånsbilar, inklusive analys och uppföljning Medverka i rapportering samt framtagande av informations- och utbildningsmaterial Säkerställa datakvalitet och bidra till att utveckla arbetssätt och verktyg inom Total Rewards Företagspresentation Vår kund är den ledande leverantören av kommunikations- och logistiklösningar i Norden och ansvarar även för postservice till privatpersoner och företag i Sverige och Danmark. Med en central roll i flödet av information och gods bidrar de till att hålla samhällen och företag uppkopplade och effektiva. Bra att känna till Uppdragets omfattning: Heltid, 100% Anställningsform: Tidsbegränsad anställning som konsult via JobBusters. Arbetsmodell: Hybrid, med möjlighet att arbeta från valfri plats i överenskommelse med uppdragsgivaren. Fysisk närvaro förväntas cirka tre dagar per vecka. Start: Oktober 2026 Slut: 2027-03-31 Sista ansökningsdag: 2026-10-02 I din ansökan: Säkerställ att det tydligt framgår att du är kvalificerad utefter kundens önskade kvalifikationer. För att bli framgångsrik i denna roll behöver du Examen inom ekonomi, HR, statistik eller annan relevant inriktning Erfarenhet av att förvalta och utveckla jobbarkitektur och lönestrukturer Mycket goda kunskaper i Excel God förståelse för lönebildning, ersättningsstrukturer och arbetsvärdering Erfarenhet av analys- och beslutsunderlag inom Compensation & Benefits eller närliggande område Behärskar svenska och engelska obehindrat i tal och skrift Meriterande: Erfarenhet av arbete i större eller komplexa organisationer Meriterande: Erfarenhet av lönerevision, marknadslönedata och ersättningsanalyser Vi erbjuder Trygg anställning med kollektivavtal, försäkringar och tjänstepension Friskvårdsbidrag samt personalrabatter och erbjudanden via Benifex (ex. inom hälsa, fritid, transport och sjukvård) Flexpension och tillgång till Lifeplan pensionstjänst Extra ersättning vid föräldraledighet Företagshälsovård Långsiktiga uppdrag och personlig kontakt med din konsultchef Möjlighet att bygga värdefull erfarenhet, nätverk och framtida utveckling Välkommen med din ansökan Vi går igenom ansökningarna löpande. Då processerna i konsultvärlden ofta går snabbt kan tjänsten tillsättas innan sista ansökningsdatum – vänta därför inte med att skicka in din ansökan! Du behöver inte skriva ett personligt brev utan i stället ber vi dig svara på urvalsfrågorna i samband med ansökan.

NubankHQI 90

ABOUT NU Nu serves more than 140 million customers, guided by a mission to fight complexity and empower people. The company has been leading an industry transformation through innovative products and human-centered services. Proprietary technology and data at scale power Nu’s digital platform, built to promote financial access, advancement, and transparency. Its business model thrives on customer love and lower costs, feeding a flywheel of growth and profitability. Visit our Institutional Page https://www.nu.com/2026-en We're now entering our next growth cycle — accelerating internationalization beyond Latin America and expanding into new verticals beyond financial services. Here's the question this role exists to answer: as Nubank moves from a Latin American digital bank into a globally distributed company operating across dozens of jurisdictions and new verticals - competing simultaneously for regulated banking talent and frontier tech talent - how do we build a Rewards architecture that scales without fragmenting, stays competitive, efficient & effective, and reinforces a single culture across radically different labor markets? The frameworks that took us from zero to over 135M customers across three countries are not the frameworks that will take us to 40+ markets. You will be the person who decides what scales, what gets rebuilt, and what gets retired. Why this matters: Compensation, benefits, equity, and executive pay are the contracts we write with every person we hire - and at our scale, those contracts are also the operating system that determines where we can grow, how fast, and at what cost. This isn't a function that administers programs handed down by the business. It's the function that decides what's possible. WHAT YOU'LL OWN You will lead global compensation, benefits, wellness, and executive compensation end-to-end, sit on the Executive Committee, and partner directly with our CEO and CHRO on the most consequential people decisions we make: site location strategy, M&A diligence, market entry, AI transformation, and the deals that secure the leaders defining Nubank's next chapter. - Design the global Rewards architecture - compensation, benefits, wellness, and executive compensation - coherent globally, adaptable locally, built to scale from 3 markets to 40+. - Partner on globalization and M&A, including site location, deal structuring, and post-merger integration. Bring the Rewards lens on the right talent strategy across the globe. - Operate at the People leadership team partnering directly with the CEO and CHRO on executive compensation, equity design, and senior leadership talent strategy. - Own the relationship with our Compensation Committee chair and Board members on executive comp and governance. - Lead with data - assess effectiveness, guide design, and demonstrate impact in language the business understands. - Shape the people implications of AI transformation - how AI changes job architecture, critical talent needs, workforce planning, and the reward mechanisms that reinforce the capabilities Nubank needs next. - Build and develop your team, fostering ownership and continuous improvement in a high-velocity environment. Rewards is the non-negotiable core of this role. Depending on your background, scope may also extend into other disciplines. WHAT WE'RE LOOKING FOR - 10+ years leading global Total Rewards functions in complex, multi-country environments. - Deep expertise in compensation, benefits, and executive compensation design. - Experience in high-growth or tech-driven organizations - you know what breaks when a company scales fast. - A track record leading large-scale organizational change through complex, cross-functional projects. - The communication range to make complex trade-offs clear and compelling to a C-level and Board audience. - A strategic, data-driven mindset - and the operational discipline to actually ship the work, not just design it. - Comfort with ambiguity, high-velocity change, and being the one who has to decide, not just advise. THE BIGGER PICTURE This is not a maintenance role. It's the chance to design Total Rewards for one of the most ambitious companies operating today, at the exact moment the design choices matter most. Location: São Paulo (Brazil) or Palo Alto, Miami, or Washington, D.C. (USA) Reports to: Chief People Officer Our recruitment process may involve the use of artificial intelligence–enabled tools, such as automated interview transcription and analysis, to support the evaluation process. Artificial intelligence is not used to make final hiring decisions; all decisions are made by human reviewers. To maintain a consistent and fair process for every candidate, Nu does not provide individualized technical feedback. See how our policy works here https://script.google.com/a/macros/nubank.com.br/s/AKfycbwvrewE58oGSbRWIVv8CyCWN68GLxpPVsfYYXv-ZHg94QFsTJmi82rF1x0yt-OTs2W0DQ/exec