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ICEYE, the world leader in sovereign intelligence from space, is building out its Total Rewards function from the ground up. As Senior Manager, Total Rewards, you will own the strategy, design, and implementation of compensation, benefits, and equity programs across ICEYE's global workforce spanning Finland, Europe, the US, and Asia-Pacific. You will report to the VP, People and serve as a strategic partner to executive leadership, People Business Partners, Finance, and business leaders.
This is a builder role. You will work in an environment where mature processes and infrastructure do not yet exist, and you are expected to define the roadmap, establish governance, and implement scalable, data-driven frameworks.
Key responsibilities include:
- Build the global Total Rewards framework, defining philosophy, principles, governance, and operating model with clear decision rights across countries and employee populations.
- Lead and develop the Rewards Specialist team, setting priorities, building expertise, and fostering high performance while balancing hands-on delivery with delegation.
- Establish global salary benchmarking, market-pricing methodology, salary ranges and structures, compa-ratio analysis, pay equity analysis, and guidelines for new-hire pay, promotions, and adjustments.
- Design and run scalable global merit, promotion, and equity refresh cycles, including budgeting, scenario modeling, manager guidance, and communication.
- Create job architecture and career structures in partnership with People Operations and People Business Partners, covering job families, career levels, leveling criteria, and role scope.
- Own equity and long-term incentives strategy, including eligibility, grants, refreshes, pool planning, and executive compensation, working with Finance, Legal, and the Board.
- Design variable compensation and sales incentive plans, commission structures, and bonus frameworks in partnership with Commercial and Sales Operations.
- Develop a coherent global benefits philosophy with local relevance, including oversight of occupational healthcare, insurance, pension arrangements, flexible benefits, and local programs in Finland and internationally.
- Establish pay transparency and pay equity processes to prepare ICEYE for the EU Pay Transparency Directive, Finnish equal-pay requirements, and other regulations.
- Advise the VP People, executive leadership, and the Board/Remuneration Committee on executive compensation, market positioning, equity allocation, and reward strategy.
Requirements:
Must-haves:
- You have personally built or materially transformed a Total Rewards function, taking an environment with incomplete or inconsistent processes, data, structures, and governance and making it scalable.
- 8+ years of progressive experience in HR/People with significant specialization in Total Rewards.
- 3+ years in a senior Total Rewards leadership or ownership role.
- Experience in a fast-growing, international technology, aerospace, engineering, deep-tech, or similarly complex organization, including through significant growth and organizational change.
- Experience designing and operating compensation and benefits programs across multiple countries, particularly Europe and the US, with understanding of how global frameworks differ from local market requirements.
- Strong understanding of Finnish employment, benefits, taxation, and compensation practices.
- Deep technical Total Rewards expertise: market benchmarking and survey data, salary structures and ranges, job architecture and leveling, compa-ratio and market positioning, pay equity analysis, equity and LTI, annual compensation cycles, variable compensation and sales incentives, benefits strategy, compensation modeling and analytics, and pay transparency.
- Builder mentality: comfortable with ambiguity, without an existing playbook or mature HRIS, able to set a practical roadmap and be pragmatic about where structure is needed.
- Executive presence and commercial acumen: able to translate complex reward topics into clear business decisions, challenge assumptions, model scenarios, and make recommendations to senior leadership and the Board.
- Human-centric approach: think about how reward decisions are experienced by employees and managers; build clarity and trust rather than more process.
- Professional fluency in English.
Nice-to-haves:
- Finnish language skills.
- Familiarity with Finnish collective agreements/TES environments.
- Experience with leading market data providers such as Radford, Mercer, WTW, or similar.
- Experience navigating international equity and compensation considerations.
