Total Rewards Manager

At myPOS, we’re all about helping businesses grow and get paid. We make payments simple, smart, and accessible for everyone, but we’re more than just payment solutions - myPOS is a partner in growth. From free multicurrency accounts to powerful e-commerce tools, we’re here to support business owners of all sizes and everyone out there who dreams of starting their own business.
As we are expanding our team, we’re looking for Total Rewards Manager to help us make a real difference in the Fintech industry. Ready to join us and shape the future of payments? Let’s make it happen
About the role:
myPOS is scaling fast — a PE-backed fintech operating across 10 countries. Our people infrastructure needs to match our ambitions: the right reward framework, applied consistently, as the business evolves.
Our Radford job architecture is live and we’re mid-way through rolling it out to the wider organisation. The EU Pay Transparency Directive is coming. Our compensation and benefits landscape is fragmented across geographies and needs someone who can bring consistency, rigour, and a clear point of view.
This is a hands-on specialist role. You’ll own the day-to-day execution of compensation and benefits across the business — running cycles, managing data, advising on country-specific benefits, and ensuring our total reward framework is defensible, competitive, and consistently applied.
What You’ll Do:
Compensation

• Own the operational running of our compensation cycles (mid-year and annual), working within the Radford job architecture and salary ranges already in place
• Maintain and update salary benchmarking data (Radford Global Technology Survey), ensuring ranges remain competitive at the 50th percentile against PE-backed fintech peers
• Support the rollout of our Compensation Philosophy to the wider organisation
• Advise on pay decisions for new hires, promotions, lateral moves and for acquisition companies — ensuring internal equity and market alignment
• Flag and resolve pay outliers; manage the remediation process with HRBPs
• Support EU Pay Transparency Directive readiness, including pay gap analysis and data documentation across all entities
  

• Own the operational management of the Management Incentive Plan (MIP) in partnership with PE owners, Advent, including participant tracking, modelling, and documentation
• Maintain accurate MIP schedules — entry points, vesting, leaver provisions, and any changes resulting from org restructures or new hires
• Act as the day-to-day point of contact between HR and Advent on MIP-related queries; ensure data shared with them is accurate and timely
• Support any MIP communications to participants, ensuring clarity on how the plan works and what they’re entitled to
• Flag any MIP implications arising from role changes, exits, or M&A activity before they become issues
  

• Map and assess current benefits provision across all 10 countries (Bulgaria, UK, France, Italy, Ireland, Netherlands, Hungary, Germany, Austria, Belgium, Portugal) against local market norms and employee expectations
• Identify gaps, duplication, and inconsistencies; develop a benefits harmonisation roadmap that balances cost with competitiveness
• Manage relationships with benefits providers and brokers; lead renewals and any re-tendering
• Work with the HR Ops team to ensure benefits data flows correctly through BambooHR and Deel
• Act as the subject matter expert for country-specific statutory requirements — ensuring compliance across all jurisdictions
  

• Maintain clean, accurate compensation and benefits data — you are the source of truth
• Produce regular reporting for HR leadership and, where relevant, the ELT
• Support any M&A activity with compensation and benefits due diligence
  

• Minimum 8 years of experience in compensation and benefits, ideally in a multi-country tech or fintech environment
• Hands-on experience with Radford (or equivalent benchmarking methodology — Mercer, Willis Towers Watson) — you understand how to use survey data, not just read it
• Solid working knowledge of EU employment law, particularly as it relates to pay and benefits; experience navigating multiple jurisdictions simultaneously
• Familiarity with the EU Pay Transparency Directive and what it means practically for a business like ours
• Strong analytical skills — you’re comfortable working in Excel at a detailed level and can translate data into clear recommendations
• Experience working with HRIS systems (BambooHR or similar) and payroll platforms (Deel or equivalent)
• You give clear, grounded advice. You flag risks without being alarmist. You push back when something d