Director, Total Rewards

Job not on LinkedIn

🕒 September 9

🇺🇸 United States – Remote

💵 $225k - $275k / year

⏰ Full Time

🔴 Lead

👻 Ghost score 5%

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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Hotel Engine

WebsiteLinkedInAll Job Openings

201 - 500 employees

Founded 2018

🏨 Hospitality

📦 Logistics

🛍️ eCommerce

💰 $65M Series B on 2021-12

Hospitality • Logistics • eCommerce

Hotel Engine is a powerful platform that simplifies business travel by allowing companies to easily book, manage, and save on travel needs. The platform offers access to over 750,000 hotels globally, enabling seamless reservations for various group sizes, from small teams to large corporate events. With features like centralized reporting, flexible payment options, and dedicated support, Hotel Engine aims to streamline the travel experience for both organizations and individual travelers, ensuring significant savings in time and money.

📋 Description

• Report to the CPO, partner deeply with the ELT, and serve as trusted advisor on major compensation and equity decisions • Anticipate how AI changes workforce composition, skills demand, market supply, and talent value • Evolve skills-based rewards and job architecture • Partner with functional leaders on compensation implications of automation, role redesign, and new roles • Design differentiated, pay-for-impact compensation programs • Benchmark and adjust compensation philosophy, bands, and structures • Build compensation philosophy and infrastructure for multi-market hiring, geographic differentiation, and international expansion • Lead pay transparency, equity systems, communications, analytics, and continuous equity audits • Modernize benefits and make equity value understandable through education, tools, and communications • Build data, modeling, and market intelligence capabilities • Ensure programs are competitive, compliant across states, scalable, and resilient • Evaluate, implement, and optimize compensation technology platforms • Enable managers to discuss pay, equity, and total rewards confidently with their teams

🎯 Requirements

• 10+ years of Total Rewards experience with a track record of building strategy in fast-paced, high-growth companies • Strategic, business-first orientation connecting rewards to talent density, retention of top performers, and company performance • Forward-looking understanding of how AI and shifting skill demand reshape workforce composition and compensation • Uses AI tools in own work and can bring AI-native rigor to the Total Rewards function • Deep compensation expertise, including skills architecture, compensation banding, variable structures, and executive incentive strategy • Deep equity expertise, including Series C to exit-stage scenarios, founder ownership dynamics, options-to-RSU transitions, dilution modeling, and executive equity strategy • Strong analytics, advanced modeling, and fluency with modern compensation/HR systems and market data such as Workday, Radford, and Pave • Executive presence and influence; hands-on builder who can set and sell strategy and advise executive leaders

🏖️ Benefits

• Competitive base pay tied to role and experience • Equity for all employees • Annual bonuses or commissions may apply depending on the role • Benefits package; full list available at engine.com/culture • Hybrid-hub model with fully remote or office-based environments depending on role • Perks and benefits may vary based on employment type and location