The posting
Role Overview
The Global Benefits & Compensation Lead owns the benefits GoGlobal provides to the people it employs on behalf of clients, worldwide — and the competitive compensation data behind our offers. Sitting within the HR Services (HRS) product line and reporting to the Global Product Owner, HRS, you make sure that in every country we operate, our employees receive benefits that are competitive, compliant and cost-effective, and that renew on time with no gaps in cover.
This is a hands-on, build-and-run role. You research and source benefits market by market, select and negotiate with brokers, insurers and providers, and run the renewal and renegotiation calendar so cover never lapses and pricing stays sharp. You set the global benefits standards and catalogue, keep every programme compliant with local statutory requirements, and give Revenue and our country teams the competitive compensation and benefits data they need to win and retain business.
You will be based in one of our Regional Delivery Centres — Malaysia, Romania or Colombia — operating as a global function for the HRS product.
Roles & Responsibilities
Benefits sourcing & market research
· Research and benchmark statutory and supplementary benefits — medical/health, life, disability, retirement/pension, leave, wellness and allowances — across the countries we operate in.
· Build and maintain a global benefits catalogue: what we offer, where, at what level and at what cost, aligned to local norms and GoGlobal standards.
· Source competitive, compliant benefit options for new and existing markets, balancing employee experience with cost-to-serve.
Vendor sourcing, negotiation & management
· Select, appoint and manage brokers, insurers and benefits providers in each market; run RFPs where scale or cost justify it.
· Negotiate pricing, terms and service levels, and consolidate vendors where it strengthens cover or reduces cost.
· Own the vendor relationship end to end — performance, escalations and coverage continuity.
Renewals, renegotiation & the benefits calendar
· Own the global renewal and renegotiation calendar; ensure every policy renews on time, compliantly, and with no gap in cover.
· Lead renewals and renegotiations ahead of expiry, challenging premium increases with data and market benchmarks.
· Track policy terms, anniversaries and claims experience to inform each renewal.
Compliance & governance
· Ensure every benefit programme meets local statutory and regulatory requirements in each jurisdiction it serves.
· Keep enrolments, documentation and provider contracts audit-ready; partner with Legal and Compliance on jurisdiction-specific obligations.
· Maintain data protection and confidentiality across all employee and vendor data.
Compensation benchmarking & total reward
· Maintain competitive compensation and total-reward benchmarks to support EoR offers, pricing and retention.
· Advise Revenue, Sales and country teams on market-competitive packages, and act as the benefits subject-matter expert in client and prospect conversations.
· Model the cost of benefit and reward options and their impact on cost-to-serve.
Cost, data & continuous improvement
· Own the benefits cost base; drive efficiency and value through sourcing, consolidation and renegotiation.
· Standardise and, where possible, automate benefits administration and renewals in partnership with Digital Operations.
· Report on coverage, cost, renewals and compliance, and improve the operating model over time.
Key Performance Indicators
· Renewals completed on time, with no lapse in cover.
· Benefits cost-to-serve, and savings achieved through sourcing and renegotiation.
· Coverage and compliance — zero material compliance breaches.
· Competitiveness of benefits and packages (benchmark position), and employee / client satisfaction.
· Vendor performance and coverage continuity.
· Speed and quality of benefits support to Revenue and country teams.
Requirements
Must have
· 6+ years in benefits and/or compensation, including global or multi-country benefits management.
· Hands-on experience sourcing benefits and negotiating with brokers, insurers and providers, and owning renewals and renegotiations.
· Strong working knowledge of statutory and supplementary benefits and local compliance requirements across multiple jurisdictions.
· Commercial and analytical: comfortable with benchmarking, cost modelling and vendor negotiation.
· Organised and deadline-driven, able to run a global renewal calendar without gaps.
· Fluent English, and able to work across time zones from a Regional Delivery Centre (Malaysia, Romania or Colombia).
Nice to have
· Experience in an EoR, PEO, global payroll or global business-services environment.
· A relevant certification — e.g. GRP or CCP (WorldatWork), CEBS or CBP (IFEBP), or GPHR / SHRM.
· Familiarity with global benefits brokers (Mercer, Aon, WTW, Lockton or regional equivalents) and benefits-administration / HRIS platforms.
· Comfort with AI-assisted tools and automation to scale benefits administration.
Benefits
As a privately owned company, we are free from the pressures of venture capital or private equity investors demanding exponential growth in unreasonable time frames.
Sometimes, things just take time to do well. In our business, delivering great results is a process - and we're committed to doing it right.
We are not for sale. We believe that financial success is a natural outcome of our work, not the primary goal. Unlike many investors who view money as a goal, our focus is on long-term growth and sustainable success.
We are a global team, built for those who want to go further. Here's what your career at GoGlobal looks like:
A company small enough for your voice to be heard meaningfully, yet large enough to make a global impact
Collaborating with a diverse, global and supportive team
Built for the long-haul - no VC or PE pressure, just a focus on sustainable growth
WHY WE ARE DIFFERENT
We Make Growing Your Career Possible
- We prioritize organic and sustainable growth. Expanding operations quickly by way of mergers and acquisitions might seem appealing, but the reality is integrating diverse cultures can be challenging. We're proud of our own culture and prefer to grow it our way.
- We're global. We offer career opportunities across the world-whether it's new job roles or international locations
- English is our official language, but for many, it's our second language. We embrace this and find it rewarding communicating with colleagues from all over the world.
- We are not a family. We operate more like a high-performing sports team where each individual's contribution is crucial to our collective success.
- We keep things simple and collaborative. Our structure makes it easy for teams to work together across borders so we can serve our clients with global needs more effectively. Unlike big, siloed companies, we work seamlessly to handle international deals without the headaches of territorial ownership.
- We believe in transparency and trust. Every month, we share our financials with the team so everyone knows where we stand and what's coming next. It's all about open communication, building trust and empowering every individual to be part of our journey. We don't tell you what to think - we provide the information you need to make your own informed decisions.
- We believe flexibility drives success. Our company is built on trust, and that's why we embrace fully remote work, and hybrid options in some countries. Forget rigid office routines - it's old school! This flexibility fuels productivity, strengthens our workforce, and ensures we remain agile in a fast-changing world.
Ready to take the next step in your career with us? Apply now!
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