VP, Total Rewards and People Operations

Fivetran, Inc.; United States; Remote; USD 240,000 - 340,000; Full time

Job summary

Fivetran, Inc. is seeking a Vice President of Total Rewards and People Operations to lead global compensation, benefits, and people operations for the combined company. This senior role partners with the executive team and reports to the Compensation Committee and Board.

You will build a scalable function, shape equity programs, and establish governance, disclosure readiness, and a fair pay culture at scale.

Qualifications

• Experience leading global compensation, benefits, and people operations.
• Proven ability to design compensation programs and equity strategies.
• Ability to collaborate with C-suite and board.

Responsibilities

• Lead, develop, and inspire a global team across compensation, benefits, people operations, and HR systems.
• Build a high-performing organization with clear ownership, strong accountability, and a culture of transparency.
• Invest in your team's development to become strategic operators and advisors to the business.
• Own compensation philosophy, structure, and programs for all employees, including base pay, variable pay, and equity.
• Lead executive compensation strategy and liaison to the Compensation Committee and Board.
• Design and evolve equity programs, including guidelines, burn rate, and dilution management.

Skills

Global compensation strategy

People operations leadership

Executive liaison

HR systems

Job description

From Fivetran’s founding until now, our mission has remained the same: to make access to data as simple and reliable as electricity. With Fivetran, customer data arrives in their warehouses, canonical and ready to query, with no engineering or maintenance required. We’re proud that more organizations continue to leverage our technology every day to become truly data-driven.

About Us

Fivetran and dbt Labs have come together to build the foundation of the moderndata platform, helping thousands of organizations move, transform, and trust theirdata. As a combined company, we're past $700M in ARR, with more than 2,500full-time employees across more than two dozen countries, and we're still ingrowth mode.

We're building a durable, enduring company. A public offering is on our path, but itisn't the finish line. We're looking for leaders who want to build something thatlasts well beyond any single milestone.

About the Role

We're looking for a Vice President of Total Rewards People Operations to leadglobal compensation, benefits, and people operations for the combined company.This is a senior leadership role for a proven people leader. You'll build and lead ahigh-performing, diverse team, and you'll design the rewards and operationalfoundation that supports our next stage of scale.

You'll partner closely with our executive team and serve as a direct liaison to theCompensation Committee and Board of Directors. You'll bring clarity and soundjudgment to some of the most important decisions we make about our people.You'll also build a people operations function that scales through great systemsand tools rather than headcount. And you'll invest in your team so they use thosetools strategically, not just efficiently.

Most of all, you'll help create an employee experience that feels genuinely specialand maintains fairness, at global scale.

This is a full-time remote position based out of the US.

What You'll Do

Lead and build an exceptional team

• Lead, develop, and inspire a global team across compensation, benefits, people operations, and HR systems. Set a high bar for performance, growth, and inclusion.
• Build a high-performing organization with clear ownership, strong accountability, and a culture of transparency.
• Invest in your team's development so they become highly strategic operatorsand advisors to the business.

Own global compensation strategy

• Own compensation philosophy, structure, and programs for all employees, including base pay, variable pay, and equity.
• Lead executive compensation strategy and serve as the primary liaison to the Compensation Committee and Board. Prepare materials, advise on program design, and work with external compensation consultants and counsel.
• Design and evolve equity programs appropriate. This includes equity guidelines, refresh strategy, burn rate and dilution management, and future plans.
• Bring pay practices up to public-company standards, including governance,disclosure readiness, and pay equity analysi