Compensations and Organizational Structure Manager
Superside is looking for an ambitious Compensations and Organizational Structure Manager to own the company’s compensation architecture function, as well as the career paths and performance philosophy.
The People Experience team is creating a new People Architecture area built on three key pillars—Total Rewards, Career Journeys, and Performance Management. We aim to become a leader as a global remote people-focused company and position ourselves as a true career accelerator.
Reporting to the Director of People Experience, you will be a key member of the team, as you will directly contribute to determining how we recognize our people and who we are as a company.
What you'll be doing
- Design and run our compensations architecture, including methodology, pay algorithm, paygrades structure, and market benchmarking
- Improve and build upon our existing Compensation philosophy & methodology, by bringing a level of expertise along with new ideas
- Design the paygrade structure and develop & run an internal equity model
- Own the process around compensation reviews
- Redefine the Semi-Annual Review process (questions, structure, frequency etc.) and add OKRs as a results axis in the performance matrix
- Define processes for performance management post-Semi-Annual Review (normal distribution, 4 or 9 square matrix etc.)
- Connect semi-annual reviews to career progression (journeys) and compensation reviews
- Design career tracks/plans together with each department
- Collaborate with the Learning & Development team to define actionable KSAs (Knowledge, Skills, Abilities) and a consistent career journey map across the board
- Be involved in the performance cycles, guiding the People team and managers to ensure everything works according to our philosophy and process
Our biggest challenge right now
We are creating a new People Architecture area where our people strategy framework will stand on. We need someone with a level of expertise to craft systems from the ground up and operate them daily. With compensation having a huge impact on the core of the company, this role calls for someone resilient, with high ethical standards and a strong commitment toward what we want to build.
What you’ll need to succeed
- 7+ years of experience, at least 2 in a fully remote environment (managing a globally distributed workforce)
- Strong experience in Total Rewards (especially compensation architecture)
- Holistic Performance Management experience
- Experience with career journey development, succession planning & KSA mapping
- An autonomous and self-starting work approach
- Ability to come up with well-researched proposals and back them up
- Motivation to learn as you go, eagerness to figure things out & capacity to be creative
- Passion for the future of work and ambition to be at the forefront of it
- A kind and open-minded attitude
- Organized and detail-oriented approach
Why join us
We’re on a mission to create more equal opportunities globally. And with that in mind, we’ve built a natively remote company enabling us to attract the best talent no matter where they are.
Need more convincing? Here’s a skimmable, non-exhaustive list of reasons to join us:
- A global community of talented people working from more than 60 different countries
- Flexible working hours and fully remote setup. We've been remote from day one. No weird office legacy
- A high-pace, high-energy, and high-performance environment
- Trusting, ego-free and truth-seeking team members
- Pioneering the future of work with a fair, friendly and supportive community. We’re pretty proud of this one
- A career path towards increased responsibility, mentorship and leadership. We grow, you grow
- See something you want to improve? Awesome. We’re a flexible and collaborative team that is always learning and growing
- Opportunity to work for a company with a people-centric mission. Help us make talent a competitive advantage
Hiring process
This is our general hiring process, it might be adjusted for certain roles when necessary.
A 30-minute call with a Talent Partner to learn more about Superside and your experience. No need for formal prep beforehand!
This is your time to shine! You'll receive a hypothetical business case to work on. The ability tests have been selected to measure the skills and competencies needed to succeed in the role.
1h conversation with the Director of People Experience. You’ll first have the opportunity to present your work before diving deeper into your past experience. We always set aside some time for your questions so don’t hesitate to prep some! We want to make sure we’re the right place for you as much as you’re the right fit for us!
A 30-minute discussion with our VP of Talent.
At this stage, it is clear we want you! We’ll make sure you want to join us too.
