Lead Total Rewards Partner

Responsibilities:

• Own Americas compensation strategy and execution: salary structures, pay differentials, market positioning, merit and bonus cycles, and offer decisions on our most senior and complex hires.
• Own the benefits lifecycle: plan design and strategy, partnering with the local People Ops team on annual renewals, broker and carrier negotiations.
• Partner with the global rewards team to manage company equity plan mechanics and plan governance.
• Lead Total Rewards initiatives end to end across the Americas and globally: scope the work, build the plan, align stakeholders, and communicate decisions clearly to leadership and employees.
• Lead the Americas workstreams of our IPO readiness program, in partnership with the global team.
• Own regional governance and compliance, including pay equity and pay transparency requirements across US states and Canada, and statutory rewards obligations in Brazil and Mexico.
• Use market data and benchmarking to ground decisions, influence senior stakeholders when decisions misalign with strategy, and translate complex analysis into clear recommendations for executives and employees.
• Build rewards capability across the region: coach People Partners, recruiters and managers to make confident pay decisions, and hire and develop team members as the region grows.
• Partner cross-functionally with TA, People Partners, Payroll, Finance, Legal, and exec leadership on compensation, org design, systems, equity budgets, compliance, and strategy.
• Who You Are
• We're looking for people who meet the minimum requirements for this role. The preferred qualifications are great to have, but are not mandatory.
• Minimum Qualifications:
• 8+ years of experience in total rewards, compensation, or benefits, including significant experience supporting populations based in the Americas.
• Experience building or managing a complete rewards program (compensation, benefits, equity, etc) at a regional or global level
• Experience managing the benefits process end to end, including negotiating with brokers and insurance carriers to evaluate and renew plans.
• Strong compensation data analytics capability: own the annual market review cycle and influence company pay strategy and decisions at executive level.
• Proven ability to build your own models and projections.
• Working knowledge of US stock administration and equity compensation, including RSUs, vesting mechanics, and how to explain them plainly to a non-specialist.
• Experience at a late-stage private or pre-IPO company, or through the transition to public markets, particularly through changes to an equity program.
• Experience leading cross-functional projects with senior stakeholders, and mentoring or managing other rewards professionals.
• Preferred Qualifications:
• Multi-region rewards experience, especially where the global framework is set outside your own time zone.
• Familiarity with compensation and equity tooling such as Carta, BambooHR or Workday, and survey sources such as Radford or Compensia.
• Experience standing up a rewards function or team in a new region.
• Comfort operating with high standards, at a fast pace and under pressure, with evolving priorities and a bias toward building the thing rather than waiting for the playbook.

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