krakentech - Head of Global Compensation & Benefits

• Help us use technology to make a big green dent in the universe! • Kraken https://kraken.tech/ powers some of the most innovative global developments in energy. • We create the technology that redefines utilities and unlocks a new energy system of the future. By optimising renewable generation, building a more intelligent grid, and empowering utilities to deliver an exceptional customer experience, our operating system is transforming the industry worldwide. • It’s an incredibly exciting time to work in energy. Join us on our mission to improve the lives of ONE BILLION humans within the decade and shape a cleaner, better future for everyone. • 🏡 Where you'll fit in: • We are looking for a strategic and hands-on Head of of Global Compensation & Benefits to architect, implement, and manage our total rewards strategy and operations. This is a critical leadership role responsible for designing equitable, competitive, and scalable programs that will attract, retain, and motivate top talent across the globe. You will be the chief architect of our compensation philosophy and will be instrumental in resolving existing pay inequities and creating a fair and consistent framework for our growing international team. • 🚀 What you’ll own: • 1. Develop and Implement a Compensation Philosophy • Craft a clear, data-driven compensation philosophy that is intrinsically linked to our company values, business strategy, and long-term growth objectives. • Collaborate with the executive leadership team to gain alignment and ensure the philosophy serves as the foundational guide for all compensation and rewards decisions. • Champion this philosophy throughout the organization to ensure transparency and understanding among leaders and employees. • 2. Establish Base Pay, Bonus, and Equity Structures • Design and implement globally consistent, yet locally relevant, salary bands, bonus/incentive plans, and equity guidelines. • Utilise robust market benchmarking data from multiple sources (e.g., Radford, Mercer) to ensure our compensation is competitive and aligned with our desired market position. • Develop clear processes for salary reviews, promotions, and new hire offers to ensure internal equity and consistency. • 3. Conduct a Company-Wide Reward Audit • Lead a comprehensive audit of all current compensation practices to identify internal pay inequities, market misalignments, and compliance risks across all regions. • Conduct a thorough pay equity analysis with an immediate and specific focus on understanding and addressing our flagged gender pay gap. • Present findings and provide data-backed, actionable recommendations to leadership for remediating gaps and mitigating future risks. • 4. Build Scalable Global Benefits and Total Rewards Programs • Design and launch a harmonized global benefits framework that addresses current lack consistency across our regions. • Evaluate, select, and manage vendors to provide comprehensive and cost-effective benefits offerings, including health, wellness, retirement, and leave programs that cater to a diverse global workforce. • Develop a compelling total rewards communication strategy to help employees understand and appreciate the full value of their compensation and benefits package, driving engagement and retention.