СШАDirector, Total Rewards
5 дн. назад
195k–220k USD / годСШАDirectorRemote
compensationequitypayroll systemsai modeling
Lead and scale the company's compensation, equity, and rewards system across multiple countries.
О компании
- NetBox Labs helps companies build and manage complex networks. We help customers accelerate network automation by delivering open, composable products and supporting the network automation community.
- NetBox Labs is the commercial steward of open source NetBox, the world’s most popular network source of truth, and Orb, the next-generation open source network observability platform. Our products include NetBox Enterprise, a fully supported self-managed NetBox with advanced features, and NetBox Cloud, a secure, scalable, and reliable SaaS edition of NetBox.
- NetBox powers thousands of companies, and NetBox Labs is backed by investment from Notable Capital (formerly GGV), Grafana Labs CEO Raj Dutt, Flybridge, IBM, Salesforce Ventures, and Mango Capital.
- We own and solve problems with high attention to detail.
- Our open source contributors, users, customers & team are all part of our community. When our community wins, we win.
- We prioritize simplicity and think twice before adding complexity
- Clear communication helps keep our team aligned and collaborating smoothly.
Обязанности
- NetBox Labs is hiring its first Director, Total Rewards to lead compensation, equity and rewards as we scale. We are about 200 people across the US, UK, Europe and Latin America, and we are still growing. Every hire, promotion and comp cycle depends on a pay system that leaders trust and employees understand.
- Our rewards foundation is taking shape. We benchmark with Pave, apply a consistent pay convention to new offers and are building company-wide leveling. Now we need someone to raise the bar and turn it into a system that scales, with bands leaders trust, cycles that land on time and equity guidelines that work across countries.
- You will work directly with the VP, People and the CFO, and you will help bring comp decisions to our board's compensation committee. This is a builder seat with real ownership of how rewards work at NetBox Labs.
Требования
- You have taken comp from a spreadsheet to a system before, and you want to do it again with more ownership. You know when a band needs to be exact and when it needs to ship. You design programs a manager can explain in one sentence.
- You weigh fairness, retention, motivation, cost and speed in the same decision. When a request would break the system, you say no clearly and bring an alternative. You already use AI in your modeling and analysis, and you would rather automate a cycle than run it by hand twice.
- 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 comp 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
Будет плюсом
- Series B to D startup experience
- Equity plan design and international grants
- Sales comp 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
Условия
- Build pay and benefits practices for the US, UK, Europe and Latin America, including employer of record markets
- Advise on benefits renewal design and contribution strategy
Другое
- Own salary bands by level and function, built on our leveling framework and Pave market data
- Shape our comp 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 with a clear plan
- Set the guardrails for new hire offers and promotions, and partner with recruiters and hiring managers on pay calls
- Design and run merit, promotion and market adjustment cycles from one combined budget
- Build the budget models, eligibility rules, manager guidance and calibration inputs each cycle needs
- Partner with Finance on cycle cost, timing and the payroll handoff
- Own equity guidelines by level, including new hire grants and the refresh approach
- Partner with Finance, Legal and our EOR providers on grants across countries
- Align bonus and commission targets to our leveling framework with Finance and Revenue leadership
- Build the compensation committee pre-read, including bands, cycle budget, equity guidelines and grant approvals
- Present to the compensation committee alongside the CFO and VP, People
- Own comp data quality in our HR system of record as we consolidate platforms
- Build recurring rewards reporting that Finance and leadership can plan against
- Use AI to model, audit and analyze faster, and bring what works back to the People team
- Pave, market data
- Carta, equity
- Justworks, US PEO
- Justworks International and Deel, international employment
- Culture Amp, performance management
- Ashby, recruiting
- Notion and Slack, everything else