Total Rewards Partner

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Requirements:

• 5+ years of experience in Total Rewards, including compensation, benefits, and global program administration, 3 years at a start up.
• Direct experience managing compensation models across the US, Brazil, and India.
• Knowledge of global mobility and immigration processes.
• Knowledge of managing global benefit programs (US, Brazil, and India).
• Strong analytical skills and ability to interpret complex data to inform business decisions.
• Experience with Pave, Carta, and Radford compensation structure.
• Excellent communication, project management, and cross-cultural collaboration skills.
• CCP, GRP, CEBS, or GPHR certification a plus.

Responsibilities:

• Develop & maintain the job architecture framework by conducting job analysis and creating descriptions for roles and establish job classifications based on level, function, complexity to support career paths and development.
• Maintain pay grades salary and equity ranges for all job classifications, ensuring internal equity and external competitiveness through market benchmarking.
• Partner with the HRBP team and leaders to apply our compensation principles to evolving business needs, ensuring alignment with our total rewards strategy.
• Responsible for ensuring accurate compensation structure configuration and governance within the HRIS.
• Own the compensation aspects of the performance management process, merit cycle and recognition programs to recognize and incentivize strong performers and demonstration of our core values.
• Support the ongoing plan design and administration of incentive plans (annual bonus plans, commission plans), distribute incentive plan documents, and facilitate the payout processes for the incentive plans in partnership with Finance, Sales Operations and Payroll.
• Monitor and interpret country and state specific pay transparency laws, working with key stakeholders to develop and maintain policies and processes that ensure compliance.
• Use or establish performance metrics to measure the effectiveness of total rewards programs.
• Analyze data to make informed decisions and adjust strategies as needed.
• Create communication strategies and materials to educate employees about the organization's total rewards programs to create transparency and demonstrate the value and impact of offerings to enhance engagement.
• Collaborate with the talent acquisition team and people leaders on day-to-day compensation approvals and pay recommendations for new hires, promotions, transfers, etc. with full autonomy
• Review ad-hoc pay increase and promotions and provide recommendations to management regarding compensation decisions.
• Lead educational sessions for people leaders around total rewards topics, including leaves management, compensation, etc.
• Manage annual compensation structure and job review.
• Partner with the finance team on equity management processes.
• Lead our benefits team which oversees the administration and continuous improvement of benefits programs tailored to each region’s regulatory environment and market standards.
• Lead our global mobility team which includes internal mobility, visas and building internal mobility programs.
• Develop and implement recognition programs to celebrate team member achievements and enhance engagement.
• Collaborate with cross-functional teams to ensure alignment between rewards and organizational objectives.
• Gather feedback through surveys and employee interactions to assess the effectiveness of total rewards programs.
• Leverage data to evaluate program effectiveness and alignment with company values.
• Deliver comp dashboards and executive-level insights that drive smart decisions.
• Maintain accuracy and integrity of total rewards data.
• Ensure compliance with local and international laws and regulations related to compensation (e.g. FLSA, pay transparency), benefits (e.g. ACA, 401k), and immigration.
• Provide regular reporting and insights to leadership to support workforce planning and decision-making.
• Support leadership teams on compensation strategies.
• Monitor global trends and proactively recommend enhancements to drive engagement and cost-effectiveness.
• Be a Strategic Partner: Collaborate with cross-functional teams such as Talent Acquisition, People Operations, Legal, and Finance teams to align on hiring and compensation goals.
• Work in a fast-paced, tech-forward environment with a commitment to diversity and inclusion.
• Help define and refine global work paradigms in a rapidly evolving space.