Total Rewards Manager

Legora

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: * 3–5 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.

Stripe

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 growth strategy depends on operating in more countries, expanding into new products and licenses, and integrating companies that extend what Stripe can offer. The businesses that depend on Stripe, and the customers they serve, grow when Stripe grows. Every new country, product launch, or acquisition requires building People infrastructure that doesn't yet exist. Regulatory compliance, employee experience, and hitting business deadlines all depend on getting it right. We're hiring a Project Manager, Global Expansion to own the People side of Stripe's most operationally complex moves: new entity formations, geographic expansions, and mergers and acquisitions (M&A) integrations, end to end, in close partnership with People, Legal, Tax, Finance, and Payroll. Each project means building employment infrastructure where none exists (payroll, statutory benefits, equity registration, compliance systems, and operational handoffs across a dozen functional owners) on hard deadlines, with no disruption to the people it directly affects. You'll turn ambiguous, multi-stakeholder decisions into structured programs that hold up under regulatory scrutiny and at scale. This is a high-leverage, highly cross-functional individual contributor role for someone who builds from 0 to 1 and thrives where programs, systems, and policy intersect. RESPONSIBILITIES * Own end-to-end project management for entity employment readiness, including intake and scoping, requirements gathering, readiness gates, cross-functional approvals, and go-live and post-go-live handoff to People, Legal, and Finance functions * Lead communications and change management across every entity lifecycle event, from kick-off briefings for executive sponsors and functional leads through employee-facing notifications before system cutover, ensuring every impacted audience has the right information at the right time * Lead entity-related workstreams in mergers and acquisitions (M&A) integrations, advising on retain/merge/wind-down decisions, managing employer-of-record to entity transitions, and ensuring entity timelines are reflected in broader deal plans * Serve as the primary coordination point across People functions (Total Rewards, People Systems, People Operations) and cross-functional leads (Payroll, Tax, Legal, Finance & Strategy, Treasury), aligning workstreams, driving decisions, and holding accountability against program timelines * Partner with cross-functional stakeholders to anticipate and manage the full implications of entity lifecycle events before they create downstream risk; proactively surface dependencies, resolve blockers, and escalate where needed * Build and continuously improve the infrastructure that makes entity management and employment readiness scalable: intake forms, project plan templates, handoff checklists, standard operating procedures (SOPs) and playbooks for common jurisdictions, compliance trackers, and retrospective documentation that feeds back into process improvements after each go-live * Serve as the connective tissue across functional owners, surfacing cross-entity patterns, systemic risks, and program coverage gaps; support People leadership with structured analysis and reporting on portfolio health and entity-specific program decisions 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 program / operations management experience, including at least 3 years driving multi-stakeholder, cross-functional programs end to end * Demonstrated experience in at least one of: Total Rewards (benefits, compensation, equity, talent mobility), Mergers & Acquisitions, People or Legal Operations, or People transformation programs at a global company * A strong track record of taking ambiguous, multi-jurisdictional problems and converting them into structured, repeatable programs — ideally in a scaling environment where you built from 0 to 1 * Excellent written communication: you can produce a 1-page exec update, a stakeholder-tailored decision memo, and a step-by-step operator playbook with equal fluency * Strong stakeholder management across senior cross-functional partners (Legal, Tax, Finance, People Systems); you know when to push, when to align, and when to escalate * Comfort with data and systems — Workday and equity platforms (e.g., Shareworks/Carta) a plus; ability to spec requirements with People Systems * A users-first mindset: you obsess over the Stripe employee experience and the operator experience, not just the program artifacts PREFERRED QUALIFICATIONS * Familiarity with financial regulatory or licensing frameworks (such as banking licensing, money transmission, or card network requirements) and/or a demonstrated track record of ramping quickly on complex regulatory context in a new domain * Familiarity with statutory benefits/compensation/equity requirements in EMEA, APAC, or LATAM jurisdictions * Experience launching People/Total Rewards programs in a new country or legal entity * Experience with M&A integrations on the People side * PMP, Lean/Six Sigma, or comparable structured-program training

Jobbusters AB

Your New Role  We are currently seeking a Total Reward Expert for an exciting assignment with one of our international clients – a purpose-driven organization committed to creating a more sustainable and efficient world. As a Total Reward Expert, you will play a key role within a global Total Reward team, contributing to the design, implementation, and governance of reward programs across multiple markets. You will act as a trusted advisor to HR and business leaders, ensuring that compensation and benefits frameworks are competitive, compliant, and aligned with business strategy. Key Responsibilities Lead and manage global reward processes, including annual salary reviews, STI/LTI programs, and recognition initiatives Develop and enhance reward policies and guidelines based on market insights, analytics, and regulatory requirements Ensure compliance with local legislation and EU pay transparency directives Act as a subject matter expert and advisor to HR, managers, and business stakeholders Drive benchmarking and analytics to ensure external competitiveness and internal equity Deliver training and communication initiatives to strengthen understanding of reward frameworks Support reporting activities, including sustainability disclosures and remuneration reporting Company Presentation Our client is a global provider of solutions for rotating equipment, with expertise in bearings, seals, lubrication, monitoring, and maintenance. Focused on innovation and sustainability, they help customers gain a competitive edge. Good to Know Scope of employment: Full-time, 100% Type of contract: Fixed-term employment as a consultant via JobBusters. Working model: Hybrid setup: approx. 60% on-site / 40% remote Start date: May 2026 End date: 6 months (with potential extension of 3–6 months) In your application: Please ensure that your CV clearly demonstrates how you meet the qualifications required by the client. To succeed in this role, you will need:  A Bachelor’s degree in HR, Business, Finance, or similar (Master’s is a plus) At least 5 years of experience in Total Rewards, Compensation & Benefits, or a related field in an international environment Strong analytical skills and advanced Excel capabilities (experience with Power BI is an advantage) Experience with HR systems such as SuccessFactors and job evaluation frameworks (e.g., IPE) Fluency in English, both written and spoken You thrive in a global, fast-paced environment and enjoy collaborating across functions and cultures. Most importantly, you are driven by the opportunity to create fair, transparent, and impactful reward practices. What we Offer Secure employment with a collective bargaining agreement, insurance coverage and occupational pension Wellness allowance and employee discounts and offers via Benifex (e.g., health, leisure, transport and healthcare) Flex pension and access to the Lifeplan pension advisory service Additional compensation during parental leave Occupational health services Long-term assignments and a dedicated Consultant Manager for personal support Opportunities to build valuable experience, expand your network and grow your future career We look forward to receiving your application  We review applications on an ongoing basis. As recruitment processes in the consulting industry can move quickly, the position may be filled before the advertised deadline — so we encourage you to apply as soon as possible. You do not need to submit a cover letter. Instead, please respond to the screening questions included in the application process.