Senior Director, Total Rewards

We need to output HTML fragment with sections for headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content. We must not repeat job title as heading. Must not include Job ID etc. Must preserve all substantive info, remove boilerplate like EEO, equal opportunity, scam warning, navigation, cookie, legal, duplicated lines, application instructions. Also remove "This is a direct hire. Please, no outside Agency solicitations." and EEO statements. We need to parse the posting. Content: - Intro paragraph about Apptronik: "Apptronik is a human-centered robotics company developing AI-powered robots to support humanity in every facet of life. Our flagship humanoid robot, Apollo, is built to collaborate thoughtfully with people, starting with critical industries such as manufacturing and logistics, with future applications in healthcare, the home, and beyond. We operate at the cutting edge of Applied AI, applying our expertise across the full robotics stack to solve some of society's most important problems. You will join a team dedicated to bringing Apollo to market at scale, tackling the complex challenges like safety, commercialization, and mass production to change the world for the better." That's about the role/company. Could be "About the role" or maybe "About the company". The instruction says use headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. So we can put the intro under About the role. - Job title line: "Senior Director, Total Rewards Full-Time | People Operations | Sunnyvale, CA (Hybrid)" - we should not repeat job title as heading. Could embed as a short paragraph maybe under About the role? But we can include as a short

with location etc. The instruction: "Do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short

or drop it." So we can include that line as a

. - JOB SUMMARY: "Apptronik is building robots that will change how humanity works — and we're building the people function to match. As our Director, Total Rewards, you'll be a founding architect of how we attract, reward, and retain world-class talent in one of the most competitive markets on the planet. You'll own compensation and benefits strategy end-to-end, partnering with Finance, Legal, and People Partners, and reporting to the VP, People Operations. Level will be calibrated to your experience and what you're ready to own from day one." That's more about role. Could be part of About the role. - ESSENTIAL DUTIES AND RESPONSIBILITIES or KEY ACCOUNTABILITIES: then bullet list under categories: Compensation Design & Management, Equity Compensation, Benefits & Well-being, Compliance & Governance, Analytics & Systems. We need to output as

• for any list of duties/requirements/benefits. So we can create a Responsibilities section with those duties. - Skills And Requirements: list of bullet points: Total Rewards Depth, Analytical Mindset, Builder's Instinct, Clear Communicator, CHIPC Values. These could go under Skills or Requirements. The instruction: Use headings like Skills, Requirements, Qualifications. We need to decide where to put each. Typically "Skills And Requirements" could be split into Skills and Requirements. But we can combine into a Skills section. However we also have "EDUCATION and/or EXPERIENCE:" which is qualifications. So we can put education/experience under Qualifications. - PHYSICAL REQUIREMENTS: list of items: Prolonged periods of sitting at a desk and working on a computer, Vision to read printed materials and a computer screen, Hearing and speech to communicate. This could be under Requirements or maybe a separate section but we don't have a heading for physical requirements; we could include under Requirements. - Then EEO boilerplate etc to remove. - Also there is "This is a direct hire. Please, no outside Agency solicitations." That's application instruction? It's a note about agencies; we should remove as per instruction: remove application instructions. So drop. - Also "Apptronik provides equal employment opportunities..." remove. Thus we need to produce HTML with sections: - About the role: includes intro paragraph, job summary, maybe location line. - Responsibilities: list of duties (the categories and sub-bullets). We need to decide format: Could have each main duty as a
• with sub-bullets? The instruction: Use
  • for any list of duties/requirements/benefits. It doesn't forbid nested lists, but we can keep simple: each duty as a
  • with the description. Could also break sub-bullets inside
  • using
    • . But to keep simple, we can just put each bullet as a
    • with the text. We have categories: Compensation Design & Management (with subpoints), Equity Compensation (subpoints), Benefits & Well-being (subpoints), Compliance & Governance (subpoints), Analytics & Systems (subpoints). We could output each as a
    • with the category bold? But we cannot add extra tags beyond
      • and

        and headings. We could include the category as part of the

      • text. Thus:
        • Compensation Design & Management: Own job architecture, leveling frameworks, and salary structures across engineering, business, and operations functions; lead compensation cycles (merit, equity refresh, promotions), including modeling, calibration, and manager communications; conduct regular market benchmarking using Radford or comparable surveys; maintain salary bands and refresh annually; partner with Talent Acquisition on offer strategy, competitive positioning, and real-time compensation intelligence.
        • Equity Compensation: Partner with Legal and Finance on equity mechanics, liquidity events, and board materials; build education resources that help employees understand and value their ownership.
        • Benefits & Well-being: Own the full benefits lifecycle — broker relationships, annual renewal, plan design, cost modeling, and employee communication; serve as the escalation point for complex claims and coverage questions; evaluate and evolve the benefits portfolio to remain competitive in the tech and robotics talent market; oversee leave of absence administration and ensure compliance with applicable federal and state regulations.
        • Compliance & Governance: Ensure programs comply with FLSA, ACA, ERISA, and applicable state laws; maintain plan documents, SPDs, and governance documentation.
        • Analytics & Systems: Build dashboards and conduct pay equity analyses that give leadership clear visibility into total rewards spend and support a fair, data-informed workplace.
        - Skills: list of bullet points from Skills And Requirements. We could put under Skills heading:
        • Total Rewards Depth: 12+ years in compensation, total rewards, or a related people operations role, ideally in a high-growth or tech environment. Breadth across comp strategy, equity, and benefits matters more than any single credential.
        • Analytical Mindset: You build models, identify trends, and translate complex data into clear insights for Finance, Legal, and Board-level audiences.
        • Builder's Instinct: You bring structure to ambiguity and take ownership through to execution — no playbook required.
        • Clear Communicator: You handle sensitive data with discretion and translate complex comp concepts into plain language for employees, managers, and executives alike.
        • CHIPC Values: You naturally embody our core values (Curiosity, Humility, Integrity, Passion, and Creativity) — how we make decisions every day.
        - Qualifications: education/experience bullet. We could put under Qualifications heading:
        • 12+ years in compensation, total rewards, or a combined people operations role.
        • Bachelor's degree in HR, Business, Finance, or a related field, or equivalent practical experience.
        • CCP, CEBS, or PHR/SPHR certification is a plus, not a requirement.
        • Experience in a venture-backed or high-growth company strongly preferred; transferable depth from other dynamic environments welcome.
        - Physical Requirements: maybe under Requirements? But we have a heading "Requirements". Could combine physical requirements under Requirements. However we already used Requirements for education/experience? Actually we used Qualifications for education/experience. We could use Requirements for physical requirements and maybe other non-education requirements. But we have also Skills section. The instruction says we can have sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. So we need to decide where to put physical requirements. Could put under Requirements. Thus we need a Requirements section with physical requirements bullet list. But we also have maybe other requirements like "Total Rewards Depth" etc are skills, not requirements. So we can put those under Skills. Thus: Requirements: physical requirements.
        • Prolonged periods of sitting at a desk and working on a computer.
        • Vision to read printed materials and a computer screen.
        • Hearing and speech to communicate.
        Now Benefits, Pay, Schedule: The posting does not mention specific benefits, pay, or schedule details beyond hybrid location. It mentions "Full-Time | People Operations | Sunnyvale, CA (Hybrid)". That indicates schedule: Full-Time, Hybrid. But we should not create a Schedule section unless posting actually states them. It does state Full-Time and Hybrid. So we could include a Schedule section with that info. However the instruction says: "never create Pay/Schedule/Benefits sections unless the posting actually states them." It does state Full-Time and Hybrid (schedule). So we can include Schedule. Benefits: The posting does not list specific benefits (like health insurance, 401k). It mentions benefits & well-being as a duty but not the actual benefits offered. So we should not create a Benefits section because no specific benefits are listed. Pay: No salary or compensation numbers mentioned. So we should not create Pay section. Thus we will have sections: About the role, Responsibilities, Skills, Qualifications, Requirements, Schedule. Check if any other content like "Level will be calibrated to your experience and what you're ready to own from day one." That's part of About the role. Now we need to output only HTML fragment, no /, no markdown fences. We'll produce:

        About the role

        Apptronik is a human-centered robotics company developing AI-powered robots to support humanity in every facet of life. Our flagship humanoid robot, Apollo, is built to collaborate thoughtfully with people, starting with critical industries such as manufacturing and logistics, with future applications in healthcare, the home, and beyond. We operate at the cutting edge of Applied AI, applying our expertise across the full robotics stack to solve some of society's most important problems. You will join a team dedicated to bringing Apollo to market at scale, tackling the complex challenges like safety, commercialization, and mass production to change the world for the better.

        Senior Director, Total Rewards | Full-Time | People Operations | Sunnyvale, CA (Hybrid)

        Apptronik is building robots that will change how humanity works — and we're building the people function to match. As our Director, Total Rewards, you'll be a founding architect of how we attract, reward, and retain world-class talent in one of the most competitive markets on the planet. You'll own compensation and benefits strategy end-to-end, partnering with Finance, Legal, and People Partners, and reporting to the VP, People Operations. Level will be calibrated to your experience and what you're ready to own from day one.

        Responsibilities

        • Compensation Design & Management: Own job architecture, leveling frameworks, and salary structures across engineering, business, and operations functions; lead compensation cycles (merit, equity refresh, promotions), including modeling, calibration, and manager communications; conduct regular market benchmarking using Radford or comparable surveys; maintain salary bands and refresh annually; partner with Talent