At Smollan, we’re on an evolutionary journey where we’re shifting our story. We’re looking for truly unique people who believe in fostering a diverse and inclusive environment. Where our people are cared for, happy and inspired in building an extraordinary place to work Are you a reward professional looking for your next role? We are hiring a Global Reward Manager— to design and implement total reward frameworks and strategies. This role will have a solid line to the Global Head of Talent and a dotted line to Finance. What You Will Do: Total Reward Philosophy & Framework: Own and evolve Smollan's global reward narrative and market positioning strategy. LTIP & Incentive Design: Serve as the design authority for Long-Term Incentive Plans (LTIP), Short-Term Incentives (STI), and sales commission mechanics—focusing on behavioral intent, vesting logic, and performance metrics. Strategic Global Mobility: Reimagine cross-border movement as a strategic talent enabler. You will design the framework, assignment typologies, and talent pipelines to accelerate leadership development, while Finance handles the logistical execution (tax, immigration, etc.). "Whole Human" Benefits & EVP: Curate a progressive, holistic benefits strategy and design employee-facing Total Reward Statements that make the invisible value of reward highly visible. Executive Compensation: Partner with the executive team to prepare defensible pay proposals and models for Remuneration Committee (RemCo) review. What We Are Looking For Essential Qualifications & Experience: Education: Bachelor’s degree (NQF Level 7) in HR, Business, Finance, Behavioral Science, or a related discipline. Experience: 6 to 8+ years of total experience in reward, with at least 3 years explicitly leading strategy and design across multiple international jurisdictions. Incentive Ownership: Proven experience designing or restructuring incentive schemes and possessing direct exposure to RemCo environments. Global Exposure: Comfort navigating multinational, matrixed environments spanning both developed and emerging markets. What makes you stand out for this role Influence Without Authority: You have no direct reports but possess the executive presence and collaborative muscle to shift behaviors across regional People Leads and partner seamlessly with Finance. Constructive Tension: You can confidently hold the "talent line" when conversations default to cost, navigating disagreements without rupturing partnerships. Cultural Fluency: You understand that "fair pay" is culturally constructed and feel comfortable adapting frameworks to hyperinflation or volatile currency contexts. Desirable Extras: A postgraduate qualification in Industrial/Organizational Psychology; active progress toward or achievement of a GRP, SARA, CIPD Advanced, or GMS certification. #J-18808-Ljbffr