Director, Total Rewards

Job not on LinkedIn

🔥 0 minutes ago

🇺🇸 United States – Remote

💵 $195k - $220k / year

⏰ Full Time

🔴 Lead

👻 Ghost score 18%

What it means: the chance that no one is really hiring for this job.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.

Apply Now

Find Similar Remote Jobs

NetBox Labs

WebsiteLinkedInAll Job Openings

11 - 50 employees

Founded 2023

🤝 B2B

☁️ SaaS

🏢 Enterprise

B2B • SaaS • Enterprise

NetBox Labs is the commercial steward of open source NetBox, a leading platform for operating, automating, and securing networks and infrastructure. It offers products like NetBox Cloud and NetBox Enterprise, designed to serve as a network source of truth, facilitating network automation, configuration management, and data integration for organizations. With a focus on user community and open-source development, NetBox Labs aims to simplify network management and drive efficiency in network operations.

📋 Description

• Own salary bands by level and function, built on the leveling framework and Pave market data • Shape the compensation philosophy, including market positioning, range width and pay mix by level • Audit pay against bands and fix compression, pay mix and out-of-band gaps • Set guardrails for new hire offers and promotions, partnering with recruiters and hiring managers • Design and run merit, promotion and market adjustment cycles from one combined budget • Build budget models, eligibility rules, manager guidance and calibration inputs • Partner with Finance on cycle cost, timing and payroll handoff • Own equity guidelines by level, including new hire grants and refresh approach • Partner with Finance, Legal and EOR providers on grants across countries • Align bonus and commission targets to the leveling framework • Build compensation committee pre-reads and present alongside the CFO and VP, People • Build pay and benefits practices for the US, UK, Europe and Latin America • Advise on benefits renewal design and contribution strategy • Own compensation data quality in the HR system of record during platform consolidation • Build recurring rewards reporting for Finance and leadership • Use AI to model, audit and analyze rewards data faster • Work directly with the VP, People and CFO on rewards strategy and board compensation committee matters

🎯 Requirements

• 10+ years in compensation or Total Rewards, with at least 3 years owning the function or a major part of it • Built salary bands and a leveling-linked compensation structure at a high growth software company under 1,000 people • Ran merit and promotion cycles end to end, including budget modeling and manager enablement • Prepared and presented compensation materials to a board or compensation committee • Hands-on with market data such as Pave or Radford, and strong modeling in Sheets or Excel • Multi-country experience across the US and Europe, including employer of record markets • Working fluency with AI tools in modeling and analysis, with specific examples of what you made faster • Clear writing that explains a pay decision to a CFO and to an individual contributor • Excellent judgment with confidential information • Series B to D startup experience • Equity plan design and international grants • Sales compensation and pay mix design • Experience with an HRIS migration or consolidation • EMEA, DACH, and/or Latin America experience • Familiarity with Pave, Carta, Culture Amp, Justworks or Deel

🏖️ Benefits

• Equity • Bonus • Benefits practices across the US, UK, Europe and Latin America • Benefits renewal design and contribution strategy

📊 Check your resume score for this job

Improve your chances of getting an interview by checking your resume score before you apply.

Upload Resume