Director of Total Rewards

Job not on LinkedIn

🔥 3 minutes ago

🇺🇸 United States – Remote

💵 $204k - $240k / year

⏰ Full Time

🔴 Lead

🦅 H1B Visa Sponsor

This company has sponsored H1B visas in the past.

👻 Ghost score 20%

What it means: how likely this posting is sitting open without active hiring.How to read it: 60% or higher means we think this is a ghost. Lower scores are less of a worry.How we score it: age, reposts, open roles vs team size, how fast jobs close, and whether pay is listed.Fine print: an estimate from public data, not a judgment of the company. Real jobs can score high, so treat it as a hint, not a fact.

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Chainguard

WebsiteLinkedInAll Job Openings

51 - 200 employees

Founded 2021

🔐 Security

☁️ SaaS

🔒 Cybersecurity

Security • SaaS • Cybersecurity

Chainguard is a company that specializes in building secure container images to enhance software security and compliance. Their products include low-to-zero CVE container images, which are updated daily to maintain security and compliance standards such as FedRAMP, NIST 800-53, PCI-DSS, SOC2, and CIS benchmarks. Chainguard focuses on reducing vulnerabilities, automating compliance, and supporting development workflows without compromising on innovation and productivity. The company serves a wide range of industries, including highly regulated sectors, by providing hardened image solutions to mitigate software supply chain risks and enhance application security.

📋 Description

• Own and set Chainguard's total rewards strategy across compensation and benefits. • Manage and develop the Total Rewards team. • Lead global compensation and benefits strategy as Chainguard expands into international markets, including the UK, Canada, and Germany. • Partner with the business to balance employee experience with cost efficiency. • Identify legacy programs or underutilized benefits that can be redesigned or retired. • Stay ahead of compensation and benefits market trends. • Oversee banding, market pricing, and merit cycles with the Compensation Manager. • Advise leadership on compensation and benefits strategy tied to headcount growth and cost management. • Build scalable total rewards processes as the team and company grow.

🎯 Requirements

• 8-10 years of progressive compensation and benefits experience, including 3+ years in a management capacity. • Proven experience setting total rewards strategy, with a strong background in either compensation or benefits and working knowledge of the other. • Experience scaling total rewards programs at a high-growth SaaS or startup company, ideally through growth from roughly 1,000 to 3,000+ employees. • End-to-end experience running compensation cycles, including job architecture, market pricing, merit/promotion planning, and bonus design. • Experience with equity program design and administration, including cap table fluency with Carta, Shareworks, or similar. • Strong command of market pricing and benchmarking tools such as Radford, Pave, Mercer, or similar. • International experience required, particularly across EMEA; experience in Japan, Singapore, or South America is a strong plus. • Experience partnering with or managing an Employer of Record (EOR) for international employees. • Working knowledge of pay equity and compliance considerations across multi-state and international jurisdictions. • Strong track record managing and developing a team. • Comfort operating with ambiguity and building processes where they do not yet exist. • Relevant experience is valued over certifications. • People-manager role reporting into the VP overseeing People.

🏖️ Benefits

• Flexible & Remote-First Culture: Work remotely with team meetup opportunities, bi-annual destination summits, and a monthly stipend for coworking spaces, phone and internet costs. • Stock options upon hire and promotion • Participation in secondary offerings • 10 years to exercise stock options • 100% covered health, vision and dental insurance premiums for the employee and dependents • ∞ Flexible Time Off • 18 weeks paid parental leave for birthing parents and 12 weeks for non-birthing parents • Option to use parental leave all at once or throughout the child's first year