Senior Total Rewards Manager

About the role

The Senior Total Rewards Manager will own Arc’s compensation philosophy, salary targets, and equity strategy, and run annual and off-cycle compensation planning, including bonus cycles, promotions, and equity refreshes. They will also design and administer benefits programs, build and modernize total rewards systems, and partner with recruiting on offers, leveling, and candidate-facing communication.

Responsibilities

• Owning Arc’s compensation philosophy, salary targets, and equity strategy, and running annual and off-cycle compensation planning, including bonus cycles, promotions, and equity refreshes
• Benchmarking pay using compensation data sets to keep the company competitive while balancing business pragmatism
• Designing and administering benefits programs, including health, 401(k), leave, wellness, and Arc-specific perks
• Building and modernizing the systems, processes, and tools that let total rewards scale reliably from today’s 200+ person crew to 500+
• Designing compensation frameworks, manager enablement tools, and incentive programs that give people leaders more ownership over how they recognize their teams while landing as meaningful, visible rewards
• Developing differentiated pay strategies across engineering, technical, hourly, and revenue-generating roles
• Building Arc’s executive compensation strategy and evolving its equity programs, including valuation methodology and cash↔equity trade options
• Partnering with Recruiting on offers, leveling, and candidate-facing communication
• Ensuring compliance with federal and California pay transparency, equal pay, and benefits regulations
• Communicating total rewards clearly to the company through onboarding, open enrollment, and ongoing channels

Requirements

• 7+ years of experience in compensation, benefits, or total rewards spanning both exempt and non-exempt roles, with meaningful experience operating at a strategic level, building programs and philosophy
• Experience building or significantly evolving a company’s compensation infrastructure and tools to support growth
• Experience designing executive and manager-level equity compensation, including ISOs, NSOs, RSUs, and milestone or impact-based equity grants
• Proficiency with comp benchmarking tools (Pave, Radford, Mercer, or similar) and HRIS platforms (Rippling, Gusto, or similar)
• Fluency with modern tools (AI and others) to get more leverage out of time, enable better collaboration across the People team, and communicate total rewards to the company effectively
• Able to translate ambiguous, cross-functional business needs into clear compensation philosophy, policies, and exception frameworks
• A strong point of view on compensation strategy, paired with the ability to build a rationale and influence senior leadership stakeholders around it
• Strong analytical and modeling skills, with proficiency at leveraging modern AI tools to improve efficiency and increase quality

Qualifications

• Minimum qualifications: 7+ years of experience in compensation, benefits, or total rewards spanning both exempt and non-exempt roles, with meaningful experience operating at a strategic level, building programs and philosophy
• Minimum qualifications: Experience building or significantly evolving a company’s compensation infrastructure and tools to support growth
• Minimum qualifications: Experience designing executive and manager-level equity compensation, including ISOs, NSOs, RSUs, and milestone or impact-based equity grants
• Minimum qualifications: Proficiency with comp benchmarking tools (Pave, Radford, Mercer, or similar) and HRIS platforms (Rippling, Gusto, or similar)
• Minimum qualifications: Fluency with modern tools (AI and others) to get more leverage out of time, enable better collaboration across the People team, and communicate total rewards to the company effectively
• Minimum qualifications: Ability to translate ambiguous, cross-functional business needs into clear compensation philosophy, policies, and exception frameworks
• Minimum qualifications: A strong point of view on compensation strategy, paired with the ability to build a rationale and influence senior leadership stakeholders around it
• Minimum qualifications: Strong analytical and modeling skills, with proficiency at leveraging modern AI tools to improve efficiency and increase quality

Benefits

• Healthcare benefits — 99% employer-paid medical, dental, and vision
• Parental leave — 14 weeks fully paid for birthing and non-birthing parents
• Generous time off — Highly competitive PTO with an opportunity to earn more time with tenure
• Income protection — Life and disability insurance for all employees
• Roth 401(k) access
• Water fund — $500 for you to spend each year to get out on the water, however you choose
• Professional development — $500 annual reimbursement for professional development and a monthly AI stipend
• Safety support — Annual reimbursement for PPE, ergonomic equipment, and anything that ensures we keep our crew safe
• Captain training — Training and access to take Arcboats out with friends and family
• Office perks — Daily lunches, snacks, and good coffee while onsite
• Relocation assistance — Available depending on role eligibility.

Pay

P4: $170,000
P5: $200,000

Schedule

Full-time, on-site role at our Los Angeles headquarters.