Director, Total Rewards

Jobgether; United States; Hybrid; USD 225,000 - 275,000; Full time

Benefits offered by this job

Equity

Bonus eligibility

Hybrid work model

Fully remote options

Job summary

Jobgether, in partnership with a US-based technology firm, seeks a Director, Total Rewards to shape strategy across compensation, equity, benefits and rewards systems.

You will advise senior executives, own the equity strategy, and build scalable, data-driven Total Rewards programs that support multi-market growth and talent retention in a fast-scaling environment driven by AI and evolving skill demands.

Qualifications

• 10+ years of Total Rewards experience and strategic leadership in fast-growth environments.
• Ability to connect Total Rewards to talent density, performance and retention.
• Forward-looking view on AI, automation and evolving skill demand in compensation.

Responsibilities

• Define and evolve a forward-looking Total Rewards strategy that supports retention and business objectives.
• Anticipate AI impact on compensation philosophy, job architecture and talent pricing.
• Develop skills-based rewards and job architecture reflecting changing roles and market value.
• Design differentiated, performance-oriented compensation programs including bands, geography, and executive incentives.
• Lead market benchmarking and refine compensation structures for multi-market growth.
• Build pay transparency, analytics, and governance across gender, geography, and tenure.
• Own equity strategy and educate employees on value and mechanics.
• Develop modern benefits programs aligned with culture and growth.
• Create Total Rewards analytics and market intelligence to guide leadership decisions.
• Modernize compensation technology and systems for better data quality and decision support.

Skills

Total Rewards strategy

Executive leadership

Analytical modeling

Market benchmarking

AI in HR

Tools

Workday

Radford

Pave

Job description

This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a Director, Total Rewards based in the United States.

This is a strategic leadership opportunity to shape Total Rewards as a core lever for talent attraction, performance, and retention.

You will own compensation, equity, benefits, and rewards strategy within a fast-scaling, technology-driven environment.

The role will help anticipate how AI and evolving skill demands are reshaping workforce composition and talent economics.

You’ll advise senior executives on complex compensation, equity, organizational design, and workforce decisions.

The position combines strategic vision with hands‑on ownership of programs, analytics, systems, and market intelligence.

You’ll build scalable, transparent, and data-driven rewards infrastructure that can support geographic and organizational growth.

This is an opportunity to modernize Total Rewards and help create an environment where high‑performing talent can thrive.

Accountabilities

• Define and evolve a forward‑looking Total Rewards strategy that supports talent density, high performance, retention, and long‑term business objectives.
• Anticipate the impact of AI, automation, changing skill requirements, and workforce evolution on compensation philosophy, job architecture, and talent pricing.
• Develop skills‑based rewards and job architecture approaches that reflect how roles, responsibilities, and market value are changing.
• Design differentiated, performance‑oriented compensation programs, including compensation philosophies, salary bands, geographic structures, variable compensation, and executive incentives.
• Lead market benchmarking and continuously refine compensation structures to remain competitive as the organization scales and expands into new markets.
• Build and maintain pay transparency, pay equity, analytics, communications, and governance practices across gender, race, geography, and tenure.
• Own equity strategy and employee education, helping employees understand the value, mechanics, and long‑term potential of their equity.
• Develop modern, competitive benefits programs aligned with employee needs, organizational culture, and business growth.
• Build predictive Total Rewards analytics, modeling capabilities, and market intelligence to support high‑quality leadership decisions.
• Modernize compensation technology and systems, evaluating and implementing platforms that improve efficiency, data quality, and real‑time decision support.
• Ensure rewards programs are scalable, compliant across applicable jurisdictions, and supported by strong processes that reduce operational risk.
• Partner with executives and functional leaders on compensation implications related to automation, organizational changes, new roles, and workforce planning.
• Equip managers with training, tools, and communication resources to confidently discuss compensation, equity, and Total Rewards with their teams.
• Serve as a trusted advisor to senior leadership on complex compensation, equity, and people‑related decisions.

Requirements

• 10+ years of Total Rewards experience, ideally gained in fast‑paced, high‑growth organizations where you have built and shaped strategy rather than simply administered compensation cycles.
• Strong strategic and business orientation, with the ability to connect Total Rewards programs to talent density, employee performance, retention, and broader business outcomes.
• Forward‑looking understanding of how AI, automation, and evolving skill demand can influence workforce composition, compensation structures, and talent markets.
• Demonstrated ability to use AI tools in practical Total Rewards workflows, such as compensation modeling, market analysis, communications, equity education, and operational improvement.
• Deep expertise in compensation strategy, including pay‑for‑performance philosophies, skills architecture, compensation bands, variable compensation, geographic differentiation, and executive incentives.
• Extensive equity experience across high‑growth company stages, including ownership dynamics, options‑to‑RSU transitions, dilution modeling, and executive equity strategy.
• Strong analytical and financial modeling capabilities, with fluency in modern compensation and HR technology and market‑data platforms such as Workday, Radford, and Pave.
• Proven experience designing scalable Total Rewards programs that support multi‑market or international growth.
• Excellent executive presence, communication, and influencing skills, with the ability to advise senior leaders on highly sensitive and complex compensation decisions.
• Hands‑on builder mentality, combining strategic thinking with the willingness to personally develop models, programs, processes, and systems.
• Strong judgment, analytical thinking, and market awareness, with the ability to anticipate emerging workforce and compensation trends.
• Ability to operate effectively in a high‑growth, high‑accountability environment while managing ambiguity and competing priorities.

Benefits

• Base salary range of $225,000–$275,000 USD, with final compensation determined by experience, expertise, and location.
• Equity provided to all employees, with additional annual bonus or commission eligibility depending on the role.
• Competitive benefits package designed to support employees across different employment types and locations.
• Flexible work environment with a hybrid‑hub model and fully remote options depending on role and location.
• Resources and workplace support designed to help employees succeed in the environment that best fits their role.
• Opportunities to work in a rapidly scaling, technology‑driven organization with a strong focus on innovation and AI.
• Perks and benefits may vary based on employment type, location, and other applicable factors.