Job Description
Contentsquare is the all-in-one experience intelligence platform designed to be easily used by anyone who cares about digital journeys. With our flexible and scalable platform, organizations quickly get a deep understanding of their customers’ whole online journey.
We are a global leader in the experience analytics space, with a growing presence across 15 offices worldwide. We’re here to stay—and we’re looking for team members who are excited to drive impact and help us scale even further.
Our aim is to create an inclusive workplace where everyone learns and succeeds. Contentsquare has built a community of individuals who are daring, understanding, and deliberate. We invite you to join us in making the complex simpler—for our customers, their customers, and each other.
Important note: Be careful of scammers pretending to be from Contentsquare. We will never ask for money or contact you through random texts. Any communication from our in house Talent Acquisition team will only ever come from our contentsquare.com or @contentsquare-ext.com domain. For more information, visit our careers blog.
We’re looking for a Director of Total Rewards to lead and evolve our global rewards programs during a period of change and increasing need for greater clarity, transparency, and consistency.
This is a player-coach role with broad ownership across compensation, benefits, and aspects of equity. You’ll lead a team of two Benefits Managers while remaining hands-on in designing, operating, and improving core programs.
The foundation is in place, but there is a clear need to bring greater consistency, clarity, and transparency to how rewards are managed globally. This includes evolving job architecture, strengthening governance, and preparing for emerging regulatory requirements such as the EU Pay Transparency Directive.
This role is well suited for someone who enjoys bringing order to complexity, making pragmatic improvements, and driving impact without needing a perfect starting point.
What You’ll Do
Lead and Evolve Total Rewards
Own the global total rewards approach and drive targeted improvements across compensation, benefits, and equity
Define and refine a clear Total Rewards philosophy aligned to business context and constraints
Bring greater consistency and rigor to how programs are designed and applied across regions
Own Compensation Programs (Hands-On)
Lead annual and off-cycle compensation processes (merit, promotions, adjustments)
Maintain and evolve salary structures, ensuring alignment to market and internal equity
Partner with Finance and People teams on budgeting, modeling, and decision support
Oversee compensation-related reporting and compliance requirements, including country-specific needs (e.g., France Gender Equality Index)
Advance Job Architecture and Leveling
Evolve and maintain job architecture, including leveling frameworks and scope definitions
Ensure alignment to market data and consistent application across the organization
Partner with PBPs and leadership to support calibration and decision-making
Prepare for Pay Transparency Requirements
Lead readiness efforts for the EU Pay Transparency Directive
Establish processes and governance to support pay equity analysis and transparency requirements
Partner cross-functionally to ensure compliance while maintaining practical, scalable approaches
Lead Benefits Strategy and Team
Manage and develop a team of two Benefits Managers supporting multiple regions
Support the evolution of the team over time, including opportunities to broaden scope across compensation and benefits
Oversee global benefits programs, ensuring competitiveness, compliance, and operational effectiveness
Evaluate broker relationships and support or lead an RFP process as needed
Begin shaping a more cohesive global benefits strategy
Support Equity and Governance
Partner with leadership to clarify roles, processes, and governance related to equity programs
Contribute to evolving the company’s approach to equity as part of the broader rewards strategy
Support the establishment or refinement of governance forums (e.g., Compensation Committee)
Partner with Senior Leadership
Work closely with People, Finance, and executive stakeholders to inform decisions with data and perspective
Bring clarity and direction to discussions that may not always have well-defined inputs
Influence outcomes through strong judgment, communication, and follow-through
Operate effectively in an environment where priorities can shift quickly
What You Bring
8–12+ years of experience across Total Rewards, Compensation, and/or Benefits in a global environment
Experience operating as a hands-on leader with end-to-end ownership of rewards programs
Strong knowledge of European rewards practices, including France
Experience evolving job architecture and leveling frameworks
Familiarity with regulatory requirements and reporting obligations in the EU
Experience with Workday or similar HRIS platforms, including enabling or optimizing compensation processes
Understanding of performance management frameworks and their linkage to compensation, calibration, and rewards decisions
Comfort navigating ambiguity and influencing stakeholders across varying levels of alignment
Ability to balance strategic thinking with operational execution
Strong analytical skills and sound judgment on internal equity and market competitiveness
Experience supporting or partnering with executive-level decision-making
Why This Role
This is an opportunity to stabilize, simplify, and meaningfully improve how Total Rewards operates.
You’ll have:
Broad ownership across Total Rewards
A team to lead and develop
Exposure to senior leadership and meaningful decision-making
The ability to shape foundational elements like job architecture, pay transparency, and governance
This role is ideal for someone who enjoys being hands-on, can navigate ambiguity, and brings clarity through practical problem-solving.
Why you should join Contentsquare
We invest in our people through career development, mentorship, social events, philanthropic activities, and competitive benefits. We are always assessing the perks we offer to ensure we’re aligned with the employees’ needs.
Here are a few we want to highlight:
- Virtual onboarding, Hackathon, and various opportunities to interact with your team and global colleagues both on and offsite each year
- Work flexibility: hybrid and remote work policies
- Generous paid time-off policy (every location is different)
- Lifestyle allowance
- A Culture Crew in every country we’re based in to coordinate regular activities for employees to get to know each other and bond outside of work
- Every full-time employee receives stock options, allowing them to share in the company’s success
- We have multiple Employee Resource Groups, that offer a safe space for individuals who share common identities, life experiences, or allyship to connect, support one another, and passionately advocate for the issues close to their hearts
- And more benefits tailored to each country
Contentsquare is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to sex, gender identity or expression, sexual orientation, race, color, religion, national origin, disability, protected veteran status, age, or any other characteristic protected by law.
Your personal data is used by Contentsquare for recruitment purposes only. Read our Job Candidate Privacy Notice to find out more about data protection at Contentsquare and your rights. You can exercise your rights by using our dedicated Data Subject Rights Portal here.
Your personal data will be securely stored in our hosting provider’s data center in Oregon (US west). We have implemented appropriate transfer mechanisms under applicable data protection laws.
Contentsquare may use AI-assisted tools to help review and screen applications. All decisions involving hiring are made by human reviewers, and your personal data will be processed in accordance with our Candidate Privacy Policy.
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
