Director, Total Rewards

This is a fully remote position, open to applicants in United States.

📋 Description

• Take ownership of salary bands by level and function, developed using the leveling framework and Pave market data.

• Influence the compensation philosophy, encompassing market positioning, range width, and pay mix by level.

• Conduct audits of pay against bands to address compression, pay mix, and out-of-band gaps.

• Establish guidelines for new hire offers and promotions, collaborating with recruiters and hiring managers.

• Design and manage merit, promotion, and market adjustment cycles from a unified budget.

• Create budget models, eligibility criteria, manager guidance, and calibration inputs.

• Collaborate with Finance on cycle costs, timelines, and payroll handoffs.

• Oversee equity guidelines by level, including new hire grants and refresh strategies.

• Work with Finance, Legal, and EOR providers on grants across different countries.

• Align bonus and commission targets with the leveling framework.

• Prepare compensation committee pre-reads and present alongside the CFO and VP, People.

• Develop pay and benefits practices for the US, UK, Europe, and Latin America.

• Provide guidance on benefits renewal design and contribution strategies.

• Ensure the quality of compensation data in the HR system of record during platform consolidation.

• Generate recurring rewards reports for Finance and leadership.

• Utilize AI to model, audit, and analyze rewards data more efficiently.

• Collaborate directly with the VP, People and CFO on rewards strategy and matters pertaining to the board compensation committee.

⛳️ Requirements

• Minimum of 10 years in compensation or Total Rewards, with at least 3 years overseeing the function or a significant portion of it.

• Experience in establishing salary bands and a leveling-linked compensation structure within a high-growth software company with fewer than 1,000 employees.

• Managed merit and promotion cycles from start to finish, including budget modeling and enabling managers.

• Prepared and delivered compensation materials to a board or compensation committee.

• Proficient in using market data such as Pave or Radford, and skilled in modeling with Sheets or Excel.

• Experience across multiple countries in the US and Europe, including employer of record markets.

• Working familiarity with AI tools for modeling and analysis, showcasing specific examples of improvements in efficiency.

• Strong writing skills that articulate pay decisions to both a CFO and individual contributors.

• Exceptional judgment in handling confidential information.

• Experience in Series B to D startups.

• Knowledge of equity plan design and international grants.

• Background in sales compensation and pay mix design.

• Experience with HRIS migration or consolidation.

• Familiarity with EMEA, DACH, and/or Latin America.

• Acquainted with tools such as Pave, Carta, Culture Amp, Justworks, or Deel.

🏝️ Benefits

• Equity

• Bonus

• Benefits practices across the US, UK, Europe, and Latin America

• Benefits renewal design and contribution strategy