Director, Total Rewards – People Operations

Role Overview

• Serve as the internal subject matter expert on compensation and total rewards
• Design, evolve, and administer compensation and incentive programs across diverse roles and workforce models
• Own base pay, incentive structures, and equity administration aligned to our compensation philosophy
• Lead company-wide compensation cycles and governance
• Own job architecture, leveling frameworks, and salary bands in partnership with HRBPs and Talent
• Conduct benchmarking, modeling, and compensation analyses to support hiring and retention
• Lead strategy and operationalization of executive compensation programs
• Ensure compliance with wage and hour laws, pay transparency requirements, and pay equity standards
• Lead and develop the People Operations team, setting priorities and driving operational excellence
• Own HR systems and tools (HRIS, benefits platforms, broader HR tech stack) in partnership with Corporate IT and Product
• Ensure strong governance, reporting accuracy, and data integrity across people systems
• Drive process optimization across the employee lifecycle — onboarding, transitions, and offboarding — through improved workflows and technology
• Ensure compliance with multi-state employment laws, audits, and reporting requirements in partnership with Finance and Legal
• Own people policies, handbooks, and operational documentation
• Partner closely with Finance on compensation planning, budgeting, and forecasting
• Serve as a trusted advisor to business leaders and HRBPs on rewards and people operations topics
• Collaborate across People, Talent, Finance, and Legal to ensure alignment and consistency

Requirements

• 8–12 years of experience across Total Rewards, Compensation, and/or People Operations
• Minimum 7+ years focused specifically on compensation or total rewards with progressive leadership responsibility
• Deep expertise designing compensation and incentive programs across varied role types and workforce structures
• Experience leading teams in a rapidly growing organization with a hands-on leadership style
• Strong analytical and financial modeling capabilities with the ability to translate data into actionable insights
• Exceptional judgment, discretion, and attention to detail when managing sensitive information
• Comfort leading through ambiguity while building scalable infrastructure
• Certified Compensation Professional (CCP) preferred

Benefits

• Own benefits strategy and day-to-day administration, including broker and vendor relationships
• Lead annual renewals and open enrollment with a clear, consistent employee experience
• Continuously assess and enhance total rewards offerings for competitiveness, scalability, and cost effectiveness