Senior Director, Talent & Rewards Strategy

Who We Are

Babylist is the leading registry, e-commerce, and content platform for growing families. More than 9 million people shop with Babylist every year, making it the go-to destination for seamless purchasing, trusted guidance, and expert product recommendations for new parents and the people who love them. What began as a universal registry has grown into a full ecosystem for new parents, including the Babylist Shop, Babylist Health, and a flagship showroom in Los Angeles. Hundreds of brands in baby and beyond partner with Babylist to engage meaningfully with families during one of life’s most important transitions. With over $1 billion in annual GMV, and more than $500 million in 2024 revenue, Babylist is reshaping the $320 billion baby product industry. We’re helping parents feel confident, connected, and cared for at every step. As we build the generational brand in baby, our mission remains simple: to connect growing families with everything they need to thrive.

Our Ways of Working

Babylist thrives as a remote-first company, with HQ team members located across the U.S. and Canada. We meet in person twice a year—once as a company and once by department to strengthen the relationships that power our work. We show up consistently, stay purpose-driven, leverage AI to amplify our impact, and achieve results—together, from anywhere.

What the Role Is

The Senior Director, Talent & Rewards Strategy is a critical leadership role responsible for shaping how we hire, how we reward, and how we plan for growth in a thoughtful, disciplined, and future-focused way. This role leads both the Talent Acquisition and Total Rewards teams, with a mandate to deeply align recruiting, compensation, and benefits into one cohesive people strategy. The goal is to continue to attract exceptional talent, retain our best people, and scale Babylist responsibly as the business grows.

Why This Role Matters

This role sits at the intersection of how Babylist grows, how we compete for talent, and how we take care of the people building this company. The Senior Director, Talent & Rewards Strategy will help ensure we are hiring the right people, rewarding them thoughtfully, and building systems that scale with ambition, discipline, and care.

Who You Are

• Senior leadership experience owning both Talent Acquisition and Total Rewards, or deep expertise in one with strong working knowledge of the other
• Proven experience building and leading recruiting organizations with clear accountability and results
• Deep understanding of compensation strategy for corporate, engineering, and executive populations
• Experience working with external compensation consultants and navigating complex compensation decisions
• AI Aptitude especially as it relates to talent acquisition and total rewards programs
• Strong business and financial acumen
• Ability to translate complex recruiting and compensation concepts into clear, practical guidance
• Strategic thinker who is also hands-on and execution-oriented
• Comfortable operating in ambiguity and moving quickly to close gaps
• Clear, trusted communicator with executives, managers, recruiters, and employees

How You Will Make An Impact

Talent Acquisition Strategy & Execution

• Lead the Talent Acquisition and Total Rewards teams with a unified strategy that connects hiring, compensation, benefits, and retention
• Close the gap between recruiting and compensation by ensuring recruiters can confidently and accurately represent our compensation and benefits offerings
• Partner closely with Finance, Legal, and People leadership to align headcount planning, compensation strategy, and business goals
• Own headcount and capacity planning in partnership with business leaders and Finance
• Set performance expectations and provide strategic direction to ensure the TA team delivers against hiring plans, timelines, and quality standards
• Ensure appropriate team structure, capabilities, and resources are in place to meet current and future recruiting demands
• Build and continuously evolve a long-term recruiting strategy that scales with the business
• Refine and streamline the recruiting process to improve efficiency, consistency, and quality
• Build interview training programs so hiring teams consistently assess the right signals
• Develop pattern recognition across hiring outcomes to understand what works and where to adjust
• Define TA metrics and reporting standards that provide organizational visibility into hiring progress, pipeline health, and delivery against plan
• Ensure the organization always has a clear view of how many roles have been filled, where each role is in process, and what is happening with open positions
• Assess talent quickly and accurately, identifying and filling gaps as the organization evolves
• Have a strong POV on staffing agency partnerships for our different populations and leave coverages

Talent Acquisition Strategy & Execution

• Own corporate and executive compensation, including salary, equity, and incentive programs
• Bring strong external compensation insight to ensure ranges are competitive while maintaining fiscal discipline
• Partner with an external compensation consultant and lead a small internal Total Rewards team
• Design and evolve compensation philosophies for a corporate, engineering-heavy organization
• Bring experience with executive compensation in a pre-IPO company going through the transition to public company
• Design a talent and total rewards strategy to support the goal of attracting and retaining top tier talent
• Guide benefits evolution with thoughtful change management so updates feel natural and well understood
• Educate the company on our compensation philosophy, how pay decisions are made, and how equity works
• Bring a strong understanding of stock administration, including options, RSUs, and the equity lifecycle

Employee Retention Strategy

• Own corporate and executive compensation, including salary, equity, and incentive programs
• Bring strong external compensation insight to ensure ranges are competitive while maintaining fiscal discipline
• Partner with an external compensation consultant and lead a small internal Total Rewards team
• Design and evolve compensation philosophies for a corporate, engineering-heavy organization
• Bring experience with executive compensation in a pre-IPO company going through the transition to public company
• Design a talent and total rewards strategy to support the goal of attracting and retaining top tier talent
• Guide benefits evolution with thoughtful change management so updates feel natural and well understood
• Educate the company on our compensation philosophy, how pay decisions are made, and how equity works
• Bring a strong understanding of stock administration, including options, RSUs, and the equity lifecycle

About Compensation

We use a market-based approach to compensation. The starting salary range for this role is:

• $230,740 to $276,805

Your starting salary will be based on your location, experience, and qualifications, with increases over time tied to performance, role growth, and internal pay equity.