Head of Total Rewards

About the role

This role is part of the People Leadership Team and reports to the Chief People Officer. It involves setting the vision for Total Rewards as a talent-density lever, defining and evolving a clear compensation and equity philosophy, and leading a team across compensation, equity, and benefits.

Responsibilities

• Set the vision for Total Rewards as a talent-density lever
• Define and evolve a clear compensation and equity philosophy that supports our strategy, values, and operating model - and own the outcomes end-to-end
• Design programs that drive clarity, motivation, and retention for high performers - while maintaining internal equity and external competitiveness
• Reimagine our compensation architecture
• Own our job/leveling alignment inputs, pay bands, market pricing strategy, and decision frameworks so we can scale consistently without losing nuance
• Lead equity strategy across the employee lifecycle
• Own executive compensation + Comp Committee
• Partner with senior leadership and the Board/Compensation Committee to design and deliver executive compensation programs and governance
• Build AI-forward total rewards tooling
• Operate with rigor: data, governance, and global readiness
• Support company scaling activities by ensuring our compensation practices, documentation, and governance can meet higher expectations over time
• Manage, grow, and develop the Total Rewards team
• Coach cross-functional partners and leaders on compensation decision-making with clarity and confidence
• Create communication strategies and enablement that make compensation and equity easier to understand for leaders and employees
• Communicate with clarity and conviction

Requirements

10+ years of experience leading compensation and equity programs in high-growth technology companies, including meaningful scope at senior/executive levels

Proven ability to design compensation philosophies and architectures (job structures, market pricing, bands/ranges, governance) that scale with the business

Deep experience with executive compensation and working with senior leadership and Boards/Compensation Committees

Strong analytical capability paired with great judgment—able to move from complex data to simple, high-quality decisions

A builder’s mindset: comfortable creating systems, processes, and tools from scratch, and iterating quickly based on feedback and outcomes

High agency and ownership: you take initiative, own the outcome, and create momentum with urgency

High standards for craft and clarity in communication; able to influence at all levels with directness and empathy

Comfort operating globally, with an understanding of how to adapt frameworks across markets while maintaining coherence

You don’t need to be an AI expert, but you’re curious and willing to adopt AI tools to work smarter and deliver better results

Qualifications

• Experience building (or significantly modernizing) compensation tooling and workflows using Notion, BI, and/or HR systems—and leveraging AI to improve speed and quality
• Exposure to public-company readiness work or experience operating in environments with higher governance expectations
• Experience partnering with Finance on modeling, budgeting, and long-range planning for comp and equity programs

Benefits

The compensation offered for this role will be based on multiple factors such as location, the role's scope and complexity, and the candidate's experience and expertise, and may vary from the range provided below.

For roles based in San Francisco, the estimated base salary range for this role is $315,000 - $360,000 per year.

Pay

The compensation offered for this role will be based on multiple factors such as location, the role's scope and complexity, and the candidate's experience and expertise, and may vary from the range provided below.

For roles based in San Francisco, the estimated base salary range for this role is $315,000 - $360,000 per year.

Schedule

Based in San Francisco, CA. Work from our offices on Mondays, Tuesdays and Thursdays (our Anchor Days) because we do our best thinking and building together in person.

Skills

• 10+ years of experience leading compensation and equity programs in high-growth technology companies, including meaningful scope at senior/executive levels
• Proven ability to design compensation philosophies and architectures (job structures, market pricing, bands/ranges, governance) that scale with the business
• Deep experience with executive compensation and working with senior leadership and Boards/Compensation Committees
• Strong analytical capability paired with great judgment—able to move from complex data to simple, high-quality decisions
• A builder’s mindset: comfortable creating systems, processes, and tools from scratch, and iterating quickly based on feedback and outcomes
• High agency and ownership: you take initiative, own the outcome, and create momentum with urgency
• High standards for craft and clarity in communication; able to influence at all levels with directness and empathy
• Comfort operating globally, with an understanding of how to adapt frameworks across markets while maintaining coherence
• You don’t need to be an AI expert, but you’re curious and willing to adopt AI tools to work smarter and deliver better results

Benefits

Nice to Haves

Pay

Nice to Haves

Schedule

Nice to Haves

Skills

• Experience building (or significantly modernizing) compensation tooling and workflows using Notion, BI, and/or HR systems—and leveraging AI to improve speed and quality
• Exposure to public-company readiness work or experience operating in environments with higher governance expectations
• Experience partnering with Finance on modeling, budgeting, and long-range planning for comp and equity programs