Head of Total Rewards & Performance

Company Profile

Property Finder is a pioneering property portal in the Middle East and North Africa (MENA) region, dedicated to shaping an inclusive future for real estate while spearheading the region’s growing tech ecosystem. At its core is a clear and powerful purpose: To change living for good in the region.

Founded on the value of great ambitions, Property Finder connects millions of property seekers with thousands of real estate professionals every day. The platform offers a seamless and enriching experience, empowering both buyers and renters to make informed decisions. Since its inception in 2007, Property Finder has evolved into a trusted partner for developers, brokers, and home seekers. As a lighthouse tech company, it continues to create an environment where people can thrive and contribute meaningfully to the transformation of real estate in MENA.

Role Summary

You will own the strategy, design and evolution of our reward and performance framework, ensuring that how we reward, incentivise and manage performance directly supports business growth and value creation.

This is a commercially focused role spanning Executive Compensation, LTIP, Performance Management, Sales Incentive Plans, Compensation, Benefits and Wellbeing.

The role will partner closely with the CPCO, Executive Leadership and Finance to build scalable, data-driven programmes that attract and retain exceptional talent, differentiate high performance and align employee outcomes with company performance.

Success will be measured not simply by the delivery of programmes, but by their impact on performance, talent outcomes, organisational effectiveness and business results.

Key Responsibilities

Total Rewards Strategy & Business Impact

• Own and continuously evolve the Total Rewards strategy, ensuring alignment with business strategy, growth ambitions and talent priorities.
• Translate business objectives into reward and performance mechanisms that drive accountability, productivity and value creation.
• Use internal and external data to evaluate the effectiveness and ROI of reward programmes and recommend changes where required.
• Design and implement scalable reward frameworks appropriate for a high-growth, technology-led organisation.

Performance Management

• Own the evolution of the company-wide Performance Management framework, creating a clear link between individual performance, business outcomes, career progression and reward.
• Partner with business and People leaders to improve goal setting, performance calibration and accountability.

Executive Compensation & Remuneration Committee

• Own the design and governance of Executive Compensation, ensuring packages appropriately balance fixed compensation, short-term incentives and long-term equity.
• Prepare analysis, recommendations and materials for the Remuneration Committee (RemCo) and senior leadership.
• Maintain strong governance around executive compensation decisions and ensure programmes remain competitive and appropriate as the organisation scales.

Sales Incentive Plans

• Partner with Commercial and Finance leadership to design and evolve Sales Incentive Plans that directly support revenue growth and strategic commercial priorities.
• Ensure incentive structures appropriately reward acquisition, retention, expansion and other critical commercial outcomes.
• Analyse incentive effectiveness, identifying unintended behaviours or areas where plans are not delivering the intended commercial outcomes.

Process and system ownership

• Own the annual merit and variable compensation cycle across the organisation.
• Ensure salary increases and variable compensation meaningfully differentiate performance and contribution.
• Partner with Finance on modelling, budgeting and scenario planning.
• Evolve total rewards systems, processes and frameworks leveraging the cutting edge technology (AI enablement) to create the enhanced employee experience and higher business impact

Benefits & Wellbeing

• Own the strategic direction of Benefits and Wellbeing programmes, ensuring they remain competitive, relevant and cost-effective.

Analytics, Governance & Decision Support

• Develop dashboards and reporting that connect reward investment, performance, retention and business outcomes.
• Provide Executive Leadership with clear, data-driven insights and recommendations.
• Partner closely with Finance on workforce cost modelling, compensation budgeting and long-term planning.

Desired Qualifications

• Significant Total Rewards leadership experience within a high-growth technology or similarly performance-driven organisation.
• Strong experience across Executive Compensation and RemCo, including executive benchmarking and incentive design.
• Deep knowledge of LTIP / equity compensation, ideally within a privately held, high-growth or pre-IPO environment.
• Experience designing or governing Sales Incentive / Sales Compensation Plans in a commercially driven organisation.
• Strong understanding of Performance Management, including the connection between performance differentiation, compensation and business outcomes.
• Strong commercial and financial acumen with the ability to model the cost and expected impact of reward decisions.
• Highly analytical and comfortable translating complex data into clear recommendations for Executive Leadership.
• AI literacy and curiosity
• Experience operating within fast-moving environments where programmes and frameworks need to evolve as the business scales

Other Capabilities

• Commercial mindset: Thinks beyond HR programmes and understands how reward decisions influence business performance.
• Impact orientation: Focuses on measurable outcomes rather than process completion.
• Strategic and hands-on: Comfortable moving between executive-level strategy and detailed programme design.
• Data-driven judgement: Uses data to inform decisions while recognising where judgement and business context matter.
• Ownership: Operates with high accountability and proactively identifies opportunities to improve performance and organisational effectiveness.
• Technology mindset: Comfortable using technology, analytics and AI to improve reward decision-making, employee experience and operational efficiency.