Senior Director, Talent & Rewards Strategy

hackajob; United States; Remote; USD 230,740 - 276,805; Full time

Benefits offered by this job

Competitive salary with equity options

Medical, dental, and vision insurance

Generous paid parental leave

Job summary

A tech company is seeking a Senior Director, Talent & Rewards Strategy to lead the alignment between talent acquisition and compensation. This leadership role is pivotal for shaping the hiring process and employee retention strategies. The ideal candidate will possess strong leadership experience, a deep understanding of compensation strategy, and excellent communication skills. This position offers competitive salary and benefits, emphasizing a remote-first culture with opportunities for career growth.

Qualifications

• Experience owning Talent Acquisition and Total Rewards.
• Proven track record of recruiting and compensation strategy.
• Ability to communicate effectively across all levels.

Responsibilities

• Lead Talent Acquisition and Total Rewards teams.
• Align hiring strategy with compensation and benefits.
• Design compensation programs to attract top talent.

Skills

Senior leadership experience

Proven recruiting organization leadership

Deep understanding of compensation strategy

Experience with external compensation consultants

Strong business and financial acumen

Job description

hackajob is collaborating with Babylist to connect them with exceptional tech professionals for this role.

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. To learn more, visit www.babylist.com.

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

At Babylist, we believe great companies are built by great people, and how you attract, reward, and retain talent is a true competitive advantage. 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.

This leader will own corporate and executive compensation, oversee recruiting strategy and execution, and bring strong external market insight. They will have the ability to break down a problem and look at it differently than we have before so we aren’t just optimizing a process that’s worked well in the past but breaking it apart and reimagining what we need now.

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

Lead and Align Talent Acquisition & Total Rewards

• 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
• Design compensation and benefit programs that attract and retain top performers
• Be the connector connecting how we should craft Total Rewards to attract and retain the talent we want

Talent Acquisition Strategy & Execution

• 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
• Push interview practices beyond “have they done this before” to focus on core competencies, problem‑solving ability, adaptability, and learning mindset
• 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 point of view on staffing agency partnerships for our different populations and leave coverages

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

Build Proactive, Scalable Programs

• Design forward‑looking programs in both Talent Acquisition and Total Rewards that anticipate future business needs
• Identify skill and capability gaps early and partner with leaders to address them quickly
• Support disciplined growth by leveraging automation, efficiency, and smarter planning to help Babylist remain a tight, focused team

Why You Will Love Working At Babylist

Our Culture

• We work with focus and intention, then step away to recharge
• We believe in exceptional management and invest in tools and opportunities to connect with colleagues
• We build products that positively impact millions of people’s lives
• AI is intentionally embedded in how we work, create, and scale—supporting innovation and impact

Growth & Development

• Competitive pay and meaningful opportunities for career advancement
• We believe technology and data can solve hard problems
• We’re committed to career progression and performance‑based advancement

Compensation & Benefits

• Competitive salary with equity and bonus opportunities
• Company‑paid medical, dental, and vision insurance
• Retirement savings plan with company matching and flexible spending accounts
• Generous paid parental leave and PTO
• Remote work stipend to set up your office
• Perks for physical, mental, and emotional health, parenting, childcare, and financial planning

About 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.

Important Notices

Interview Process & Consent

Babylist uses AI to record and transcribe all interviews for evaluation purposes in accordance with CCPA and GDPR. By participating in an interview, you consent to this recording and transcription.

Interview Integrity

During the interview process, we’re evaluating your individual problem‑solving skills, creativity, and approach to challenges. While AI tools like ChatGPT, Claude, and Cursor are part of your daily toolkit once you join Babylist, all interviews, assessments, and take‑home assignments must be completed independently.

You may not use AI tools, third‑party services, coaching platforms, or content‑farming services during any part of the interview process unless we explicitly permit it. We will clearly communicate when AI tools are allowed for specific assessments.

Any indication of third‑party assistance or AI‑generated responses will result in immediate disqualification. We may also verify educational credentials through third‑party sources—providing false or misleading information will result in removal from consideration.

Official Communication

All communication will come only from the Babylist Talent Team via an @babylist.com email address. We will never request payment, bank information, or personal financial details. Be cautious of fraudulent outreach via non‑company email addresses, messaging platforms (e.g., WhatsApp, Telegram), or unsolicited phone calls. Verify legitimate opportunities on our careers page.

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