Head of Total Rewards at Sosafe

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 economically rational. 5. DECISION SUPPORT & COMMUNICATION - Provide structured, confident guidance to HRBPs and business leaders on complex compensation cases. - Translate market data and internal analytics into clear, actionable recommendations. - Present compensation strategy and insights in business language to the leadership team and CEO. - In partnership with our L&D team, you will design and deliver training for managers on reward philosophy and practice. You simplify complexity and build trust. WHAT WE’RE LOOKING FOR - 5-8 years of experience in Compensation / Total Rewards within a high-growth tech or SaaS environment, ideally multi-country and European in scope. - Strong experience with job architecture and salary band design across multiple countries. - Hands on familiarity with compensation platforms (e.g. Mercer Comptryx, Radford, Pave, Ravio, or equivalent) - Demonstrated ability to leverage AI and analytics tools to improve efficiency, insight quality, and governance, not just for reporting, but for forward-looking decisions. - Experience leading annual compensation cycles end-to-end. - Solid working knowledge of the EU Pay Transparency Directive and European pay equity practices. - Strong analytical skills paired with executive-level communication ability. - Comfortable building structure and process in an environment where it doesn't yet fully exist. - Experience working with HiBob would be beneficial but is not essential. What we offer* - Work/Life balance: Flexible hours, 33 vacation days - Wellbeing and financial support: Access to Open Up, corporate discounts - Connection & community: Virtual events, collaborative team activities, and opportunities for local meet-ups - And the list goes on: Tech equipment, referral bonuses, dog-friendly HQ *Perks and benefits listed above are for full-time employees and may vary slightly by office location. These are just a sample — you'll learn more during the interview process. About Us At SoSafe, we’re on a mission to make the digital world safer by addressing the human factor in cybersecurity. As one of the fastest-growing security awareness scale-ups worldwide, we leverage behavioural science and data-driven learning to empower people against cyber threats. Our Human Risk Management approach helps organisations turn their employees into their strongest line of defence. Backed by leading VCs like Highland Europe and Global Founders Capital, we’re rapidly expanding across the globe. We’re looking for team players who want to drive meaningful change in cybersecurity, take ownership of their work, and grow with us. If you thrive in a vibrant, purpose-driven environment that values innovation, diversity, and collaboration, then this is the place for you!