Head of Total Rewards

GoGlobal; United States; Remote; USD 140,000 - 210,000; Full time

Job summary

GoGlobal is seeking a Head of Total Reward to lead and deliver across compensation, benefits, job architecture, benchmarking and governance for a globally distributed workforce. You will work with the Fractional Head of People on strategic programmes, transforming the Reward function and partnering with Executive Leadership to align pay with business goals.

The role is international, requiring hands-on leadership and a collaborative approach.

Qualifications

• 10+ years in Total Reward, with senior leadership experience in international settings.
• Experience designing and scaling reward frameworks, job architecture, benchmarking and pay practices.
• Hands-on delivery mindset, able to operate strategically and practically.
• Experience across multiple countries, currencies, regulatory environments and pay transparency considerations.

Responsibilities

• Lead the global Total Reward function, partnering with the Fractional Head of People on strategy and delivery.
• Design and implement reward frameworks, job architecture, grading, career levels and salary structures.
• Oversee benchmarking, policy development, governance and payroll controls for international operations.
• Drive annual compensation reviews and pay equity initiatives, in collaboration with Finance and business leaders.
• Provide analytics and insights to support workforce planning and executive decision-making.

Skills

Total Reward leadership

International rollout

Job architecture

Benchmarking

Pay equity

Payroll governance

Stakeholder collaboration

Education

HR/Reward degree or equivalent

Relevant professional certification

Job description

About the role

GoGlobal is strengthening its global People capability. We are looking for a Head of Total Reward to provide specialist leadership and hands‑on delivery across compensation, benefits, job architecture, benchmarking and reward governance.

Reporting to and working closely with the Fractional Head of People, you will play a key role in delivering GoGlobal’s wider People transformation, bringing deep functional expertise to shape Reward solutions and support their implementation.

This is a highly collaborative relationship. You will lead specialist Reward workstreams and day‑to‑day delivery, while working alongside the Fractional Head of People on major strategic programmes, organisation‑wide decisions and Executive engagement.

What you’ll be responsible for

• Partner closely with the Fractional Head of People to develop and deliver the Total Reward agenda within GoGlobal’s overall People strategy and transformation roadmap.


• Translate strategic People and business priorities into practical, scalable Reward solutions and implementation plans.


• Provide deep Total Reward expertise, insight and recommendations to support decision‑making by the Fractional Head of People and Executive Leadership Team.


• Work closely with Fractional Hed of People, on the design and implementation of GoGlobal’s global job architecture, grading, career levels and salary structures, taking hands‑on responsibility for the specialist reward work and implementation.


• Establish and maintain a robust approach to external market benchmarking, providing data and recommendations to inform pay and workforce decisions.


• Develop GoGlobal’s reward and pay philosophy, in partnership with the Fractional Head of People, and translate this into practical policies, governance and decision‑making frameworks.


• Lead the operational delivery of the annual salary and compensation review, working closely with the Fractional Head of People, Finance and business leaders to ensure recommendations are commercially aligned and implemented accurately.


• Lead GoGlobal’s global employee benefits activity, including benefit design, market reviews, renewals, broker/provider relationships and cost effectiveness.


• Establish effective payroll governance, controls, ownership and escalation processes and provide appropriate oversight of payroll delivery.


• Support Fractional Head of People in providing specialist Reward activity relating to pay equity, EU Pay Transparency and emerging regulatory requirements, as part of the wider People transformation.


• Provide specialist advice on compensation decisions including recruitment, promotions, internal moves and retention.


• Develop Reward analytics, reporting and insights to support strategic workforce planning and Executive decision‑making.


• Identify Reward risks, opportunities and emerging priorities and bring clear recommendations to the Fractional Head of People.


• Partner with Talent, HR Operations and other People colleagues to ensure Reward initiatives are integrated into the wider People agenda.


• Take hands‑on ownership for implementation and delivery within the Reward function while contributing directly to wider People transformation programmes led by the Fractional Head of People.

What we’re looking for

You will be an experienced international Total Reward leader who combines strong functional expertise with a willingness to be hands‑on.

Proven experience building and scaling Total Reward capability in a fast moving, international organization. Ideally having created reward frameworks, job architecture, benchmarking and pay practices from the ground up rather than solely operating within established structures.

Comfortable operating in a hands‑on environment, able to move between strategic design and practical delivery.

You will bring significant experience across compensation, job architecture, grading, market benchmarking, salary structures, annual pay reviews, global benefits and payroll governance, ideally within a complex, geographically dispersed organisation.

You will have experience operating across multiple countries and be comfortable navigating different markets, currencies, regulatory requirements and approaches to pay transparency.

You will be confident developing recommendations and challenging constructively, while being equally comfortable moving from strategy into detailed implementation and delivery.

Critically, you will be a highly collaborative leader who enjoys working closely with a senior People leader. You will bring specialist depth and strong recommendations while operating within an integrated People model, partnering closely with the Fractional Head of People and other functional Heads to deliver shared business priorities.

Comfortable working with imperfect data and building structure where little currently exists.

Typically 10+ years experience in Total Reward, including experience operating at senior leadership level within an international fast moving organization.

A relevant HR or Reward qualification is desirable; however, strong practical international Total Reward experience is more important than a specific qualification.

OVERVIEW

As a privately owned company, we are free from the pressures of venture capital or private equity investors demanding exponential growth in unreasonable time frames.

Sometimes, things just take time to do well. In our business, delivering great results is a process - and we’re committed to doing it right.

We are not for sale. We believe that financial success is a natural outcome of our work, not the primary goal. Unlike many investors who view money as a goal, our focus is on long‑term growth and sustainable success.

We are a global team, built for those who want to go further. Here’s what your career at GoGlobal looks like:

A company small enough for your voice to be heard meaningfully, yet large enough to make a global impact

Collaborating with a diverse, global and supportive team

Built for the long‑haul - no VC or PE pressure, just a focus on sustainable growth

WHY WE ARE DIFFERENT

• We operate with the benefits of a partnership without the complexities of a partnership. Our hybrid partnership‑corporate model offers all employees the opportunity to become a partner, while maintaining a streamlined corporate structure so that decisions are made quickly.




• We do not offer equity plans. As we are not for sale and are not chasing an exit, “stock options” hold little value in our business model. Instead, we provide opportunities for outstanding employees to make partner and share in the profits. We believe it’s better to build lasting value than to chase a one‑time payout.




• We prioritize organic and sustainable growth. Expanding operations quickly by way of mergers and acquisitions might seem appealing, but the reality is integrating diverse cultures can be challenging. We’re proud of our own culture and prefer to grow it our way.




• We’re global. We offer career opportunities across the world‑whether it’s new job roles or international locations




• English is our official language, but for many, it’s our second language. We embrace this and find it rewarding communicating with colleagues from all over the world.




• We are not a family. We operate more like a high‑performing sports team where each individual’s contribution is crucial to our collective success.




• We keep things simple and collaborative. Our structure makes it easy for teams to work together across borders so we can serve our clients with global needs more effectively. Unlike big, siloed companies, we work seamlessly to handle international deals without the headaches of territorial ownership.




• We believe in transparency and trust. Every month, we share our financials with the team so everyone knows where we stand and what’s coming next. It’s all about open communication, building trust and empowering every individual to be part of our journey. We don’t tell you what to think - we provide the information you need to make your own informed decisions.




• We believe flexibility drives success. Our company is built on trust, and that’s why we embrace fully remote work, and hybrid options in some countries. Forget rigid office routines - it’s old school! This flexibility fuels productivity, strengthens our workforce, and ensures we remain agile in a fast‑changing world.