Head of Total Rewards

Incode Technologies; United States; On-site; USD 180,000 - 320,000; Full time

Benefits offered by this job

Meaningful Equity

Flexible Working Hours & Workplace

Open Vacation Policy

Wellness Program

International Travel Opportunities

Additional benefit package according |

Job summary

Incode Technologies is seeking a strategic leader to rebuild and own our global compensation and benefits architecture. You will design, implement, and run total rewards programs that support rapid growth across North America, LATAM, and EMEA.

You’ll partner with the executive team and Finance to deliver transparent, competitive, and data-driven total rewards narratives, including equity governance and global benefits scaling.

Qualifications

• 8+ years of progressive experience in compensation, benefits, or total rewards, with startup or high-growth exposure.
• Bachelor’s degree required; MBA or advanced degree in HR, Business or related field preferred.
• CCP or CEBS certification a plus.
• Hands-on experience administering equity programs (option grants, RSUs).
• Experience partnering with CPO, CFO and senior leadership on compensation strategy and board-level reporting.

Responsibilities

• Design and manage a global compensation strategy, including job architecture, salary bands, incentive plans, and equity programs.
• Lead end-to-end global comp cycles with benchmarking, leveling, planning, and equity refreshes.

Skills

Global compensation design

Equity program administration

People analytics

Executive stakeholder management

Pay equity analyses

Education

Bachelor’s degree

MBA or advanced degree in HR/Business

CCP or CEBS certification

Tools

Equity management software

Payroll systems

Job description

• Total Rewards at Incode isn’t a maintenance function it’s a growth lever
• This is a critical role on the People leadership team, reporting directly to the Chief People Officer, arriving at a pivotal moment: Incode is scaling fast across North America, LATAM, and EMEA, competing for elite talent in identity verification, AI, and fintech against companies three times our size.
• The person who takes this role will rebuild and own our global compensation and benefits architecture — from strategy all the way down to the spreadsheet. You won’t just design the programs; you’ll run them. You’ll be the person Finance calls when the board needs a comp narrative, and the person employees trust to make their total rewards feel fair, transparent, and competitive
• Global Compensation Architecture — Design and manage a competitive global compensation strategy encompassing job architecture, salary bands, variable incentive pay, and equity programs. Lead annual comp cycles end-to-end: benchmarking, leveling, planning, and equity refreshes
• Sales Compensation — Partner with regional sales leaders and sales operations to design, model, and maintain commission plans that drive the right outcomes — and update them when the business evolves
• Benefits Design & Scaling — Build, implement, and continuously improve benefits programs (health, retirement, wellness, perks) across the U.S., LATAM, and EMEA. Evaluate vendors, manage renewals, and drive employee education and engagement globally
• Equity & Governance — Administer the equity program in coordination with Legal and Finance. Own grant planning, cap table reviews, and employee communications around equity value. Ensure ongoing compliance with global labor laws and tax regulations
• People Analytics & Reporting — Build the dashboards, reporting frameworks, and models that give leadership real-time visibility into compensation trends, pay equity, gender parity, and headcount cost. Present to executives and, when the moment calls for it, to the board
• Cross-Functional Partnership — Act as a trusted advisor to executives, HRBPs, Finance, and Talent Acquisition on all things total rewards. Support performance management cycles, promotions, and recognition programs — staying close enough to the business to anticipate needs before they become fires

Benefits

• Meaningful Equity
• Flexible Working Hours & Workplace
• Open Vacation Policy
• Wellness Program
• International Travel Opportunities
• Additional benefit package according to location (401k, medical insurance, etc.)

You thrive in ambiguity. Startup environments don’t come with perfect playbooks. You write the playbook, test it, refine it, and share it — without waiting for someone to tell you it’s timeYour ego doesn’t get in the way of the work. You’re the kind of person who will draft a benefits summary, troubleshoot a vendor invoice, and present to the C-suite in the same week — because whatever it takes to keep programs running well is simply what you doYou’re a builder, not a maintainer. You’ve built comp structures, benefits programs, or equity frameworks from scratch — not just inherited and sustained someone else’s work. You know what “zero to one” feels like in People Operations, and you prefer itYou’re data-driven without being data-paralyzed. You build models, run analysis, and let numbers guide your decisions — but you can also move fast when speed matters and present a clean narrative to people who don’t live in spreadsheetsYou’re a trusted advisor, not a gatekeeper. Leaders and employees come to you because you make comp and benefits understandable, not intimidating. You’re direct, practical, and solutions-orientedYou operate at every altitude. You can sit in a board-level comp discussion in the morning and debug a payroll issue in the afternoon. The shift doesn’t frustrate you — it energizes youExperience supporting global, multicultural teams across multiple regions; LATAM experience and Spanish language proficiency strongly preferredStrong analytical skills — comfortable building comp models, pay equity analyses, and executive-level reporting from scratchHands-on experience with equity program administration (option grants, RSUs, cap table coordination with Legal and Finance)Track record of partnering directly with CPO, CFO, and senior leadership on compensation strategy and board-level reportingDemonstrated experience building or significantly redesigning a global comp or benefits program — not just administering one8+ years of progressive experience in compensation, benefits, or total rewards — with meaningful time spent in a startup or high-growth environment (Series B, C, or equivalent scale)Bachelor’s degree required; MBA or advanced degree in HR, Business, or a related field preferred. CCP or CEBS certification a plusPrior experience at an identity verification, cybersecurity, KYC/AML, or data companyConsulting background in total rewards or executive compensation