Head of Total Rewards

Total Rewards Strategy & Philosophy

• Design and own StubHub's global Total Rewards strategy, establishing a clear compensation philosophy that is competitive, equitable, transparent, and aligned to our business objectives and talent strategy
• Rebuild job architecture from the ground up: develop a consistent leveling framework, job family structure, and career bands that scale globally and bring clarity to how we pay and develop people
• Lead the development of pay transparency practices and frameworks, positioning StubHub ahead of emerging regulatory requirements (including EU Pay Transparency Directive and evolving U.S. state-level disclosure laws)

Compensation Design & Management

• Design and administer competitive base pay structures, short-term incentive programs, and variable compensation plans across all employee populations and geographies
• Own and lead annual compensation planning cycles, including merit, promotion, and bonus modeling, ensuring equitable distribution of rewards and alignment to performance
• Build and maintain robust compensation benchmarking practices using market survey data, ensuring StubHub remains externally competitive and internally fair across levels and geographies
• Develop clear manager enablement tools and HRBP training so that compensation decisions are made consistently, confidently, and with data
• Partner closely with Finance and Legal on budgeting, headcount modeling, and regulatory compliance related to compensation

Executive Compensation & Equity

• Equity administration is one of this role's most critical and immediate mandates. StubHub is navigating the transition from private company equity practices to the rigorous standards required of a NYSE-listed public company, and the complexity of our equity program demands focused, expert leadership from day one.
• Own the private-to-public equity transition end-to-end: Lead the remediation and restructuring of StubHub's equity administration practices to meet public company standards -including cap table cleanup, plan document review, data integrity audits, and platform migration or optimization in partnership with Finance and Legal.
• Establish SOX-compliant equity controls: Design and implement internal controls over equity compensation that satisfy SOX Section 404 requirements, including proper segregation of duties so that equity changes cannot be made by the same individuals who benefit from them; ensure audit-readiness at every reporting cycle.
• Administer public company equity programs with precision: Manage RSU, stock option, and equity refresh grant administration with the accuracy, documentation, and audit trails required by SEC reporting schedules; own grant lifecycle management from Board approval through settlement, tax withholding, and payroll reconciliation.
• Lead executive compensation governance: Partner with the CHRO, CFO, and Legal to manage the Compensation Committee of the Board, including preparation of proxy materials, CD&A, and Summary Compensation Table disclosures; ensure compliance with SEC clawback rules under Dodd-Frank and SOX Section 304, including policy documentation, annual 10-K exhibit filing, and executive communication.
• Evaluate and optimize equity administration infrastructure: Assess StubHub's current equity platform and administration practices; lead vendor evaluation, platform transition, or third-party outsourcing decisions as needed to ensure the infrastructure is fit for a public company -including real-time reporting, audit-ready documentation, and seamless integration with payroll and HRIS.

Benefits & Wellbeing

• Evaluate, rebuild, and manage StubHub's global benefits programs; health, welfare, retirement, and wellbeing, ensuring offerings are competitive, cost-effective, and meaningful to a diverse global workforce.
• Manage vendor relationships and benefits broker partnerships, leading regular RFP and renewal processes with rigor and an eye toward employee experience.
• Design an employee wellbeing strategy that goes beyond traditional benefits -addressing mental health, financial wellness, flexible work, and life-stage needs across the employee population.
• Use data and employee feedback to continuously evaluate program effectiveness and evolve offerings in response to workforce needs and market trends.

AI-Forward Total Rewards Operations

• Champion the integration of AI tools across the Total Rewards function -including AI-assisted benchmarking and salary band maintenance, automated pay equity analysis, agentic compensation planning tools, and generative AI-powered employee communications about benefits and equity
• Build and deploy AI-enabled self-service resources (such as benefits assistants and equity education tools) that dramatically reduce administrative inquiry volume and improve employee understanding of their total package
• Leverage predictive analytics to identify retention risk, compensation outliers, and pay equity gaps before they become problems -moving the function from reactive to proactive
• Partner with People Operations to ensure Total Rewards data flows cleanly through StubHub's HRIS and that compensation planning cycles are powered by accurate, real-time data
• Evaluate and implement best-in-class compensation technology platforms that enable speed, accuracy, and strategic insight, and that position the team to spend time on high-value work rather than spreadsheet management

Pay Equity & Compliance

• Lead StubHub's pay equity strategy, building the analytical infrastructure to measure, monitor, and remediate inequities across gender, race, and other demographic dimensions
• Ensure full compliance with federal, state, and international compensation and benefits regulations, including multi-jurisdiction reporting requirements
• Develop the governance frameworks and audit-ready documentation required of a publicly traded global company
• Proactively monitor the regulatory landscape and anticipate changes that require adjustments to StubHub's programs or practices

Cross-Functional Partnership & Communication

• Partner closely with HRBPs to ensure compensation frameworks support talent conversations, offer decisions, and retention actions in real time
• Collaborate with Talent Acquisition to build competitive offer strategies and maintain current market data for in-demand roles
• Partner with People Operations to ensure job architecture, compensation data, and benefits administration are operationalized cleanly in the HRIS
• Design and execute a Total Rewards communication strategy that ensures every employee understands the full value of their compensation package, not just base salary