Superside is looking for an ambitious Senior Talent Management Specialist to own the compensation architecture for the company as well as the career paths and performance philosophy.
Were seeking to revolutionize how the world looks at total rewards, career journeys, and performance management at work. Our People Experience team is creating a new People Architecture area that will design and craft the framework for our people strategy. We aim to build world-class, fully remote people architecture and become a leader in global remote human capital development.
Reporting to the Director of People Experience, you will be a key member of the People Architecture team, as youll get to fulfill some of the most important functions in this area as a whole, focusing heavily on our compensation architecture.

Key Responsibilities

What youll be doing

  • Run external benchmarking & come up with a tailored framework proposal
  • Improve and build upon our existing Compensation philosophy & methodology, by bringing a level of expertise along with new ideas
  • Ensure an internal equity model
  • Design the paygrade structure
  • Own processes around compensation reviews & redefine the Semi-Annual Review and Annual Review process (questions, frequency etc.)
  • Define processes for performance management post-SARs (normal distribution, 4 or 9 square matrix etc.)
  • Connecting these to compensation reviews and career progression journeys
  • Define horizontal and vertical milestones in each areas career journey
  • Collaborate with the L&D team to define actionable KSAs (Knowledge, Skills, Abilities) and a career journey map for consistency across the board
  • Be involved in the performance cycles, guiding the People team and managers to ensure everything works properly

Our biggest challenges right now

Were creating a whole new area and we need to build everything up!
As were improving and building on three key People Architecture pillars, we need someone with enough seniority and expertise so theyre able to actively craft systems and operate them on a daily basis.
Compensation itself is a sensitive topicwith a huge impact on the core of the company. This means there are gonna be expected pushbacks and changes. This is why the role calls for someone who is resilient, flexible, and patient, with a strong ambition toward what we want to build.

Skills Knowledge and Expertise

What youll need to succeed

  • 7+ years of experience, at least 2+ of which in a fully remote environment (managing a globally distributed workforce)
  • Strong experience in Total Rewards in a fully remote environment (especially compensation architecture)
  • Holistic Performance Management experience
  • Experience with career journey development, succession planning & KSA (Knowledge, Skills, and Abilities) 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
  • A kind and open-minded attitude
  • Organized and detail-oriented approach

Benefits

Why join us?

Were on a mission to create more equal opportunities globally. And with that in mind, weve built a natively remote company enabling us to attract the best talent no matter where they are.
Need more convincing? Heres 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. Weve 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. Were 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. Were 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

  • Meet and greet: 30-minute call with a Talent Partner to learn more about Superside and your experience. No need for formal prep beforehand!
  • Ability test & Case Assessment: This is your time to shine! Youll 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.
  • First Interview: 1h conversation with the Director of People Experience. Youll 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 dont hesitate to prep some! We want to make sure were the right place for you as much as youre the right fit for us!
  • Final Interview: 30-minute discussion with our VP of Talent
  • Offer: At this stage, it is clear we want you! Well make sure you want to join us too.

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Job Overview
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