Total Rewards Manager

Role Overview

• Own the reward and reporting function, bringing structure, rigour and strategic focus.
• Work closely with the CPO, the Head of People Operations & Partnering, and our Finance team.
• Be the trusted expert people come to when they have a question about their pay or their benefits.
• Lead the operational delivery of the annual pay review cycle.
• Build merit models, prepare manager guidance and RemCom materials, and coordinate with HRBPs to execute across the business.
• Lead compensation benchmarking across Ireland, the UK, and India.
• Maintain working knowledge of how pay legislation and practice differ across jurisdictions.
• Support job evaluation and role levelling.
• Develop and maintain pay bands and salary structures.
• Prepare RemCom data packs, salary review scenarios, and supporting materials in advance of each RemCom meeting.
• Advise managers and HRBPs on pay decisions.
• Maintain a governance framework for reward decisions, clear approvals, audit trails, and version control.
• Lead Bright's EU Pay Transparency compliance programme.
• Conduct and maintain pay equity analysis across all jurisdictions.

Requirements

• Demonstrable experience in a dedicated reward, compensation, or total reward role.
• Advanced Excel skills and strong analytical capability, you build models, interrogate data and present findings confidently to senior stakeholders.
• Experience preparing compensation data and analysis for senior leadership or governance reporting.
• Proven experience with compensation benchmarking methodologies and participation in salary surveys.
• Experience administering and reviewing employee benefits programmes.
• Working knowledge of pay equity principles and employment legislation across Ireland and UK.
• Experience working with an HRIS — ideally HiBob, but transferable.
• Confidence using AI tools to improve the speed and quality of your work.
• Experience working alongside a Finance team on payroll interfaces and data governance.
• Experience in a PE-backed, high-growth SaaS or technology business.
• Exposure to M&A, organisational change, or multi-jurisdictional reward harmonisation.

Benefits

• Hybrid working — we trust people to manage their time.
• A People team that's building something, not maintaining the status quo.
• Genuine visibility — you'll work directly with the CPO
• A company that takes AI adoption seriously — we have an active AI Champions Network, a Literacy Framework, and a CPO who will expect you to use the tools.
• Competitive salary, benefits, and a business that's going places.