Manager – Total Rewards, Key Projects

• Own day-to-day compensation programs across a global, remote workforce, including base pay, variable pay, and equity-related processes
• Partner with leaders on offers, promotions, leveling, and pay decisions
• Build and maintain job architecture, including job IDs, job families, levels, and titles
• Price roles and refresh ranges using market data, survey submissions, and internal data
• Run or support compensation cycles, including modeling, manager enablement, quality checks, and close-out reporting
• Implement, configure, and support compensation platforms and related tools
• Advise on global benefit structures and partner with specialists, brokers, and vendors
• Support pay equity, pay transparency, and related compliance work
• Prepare range recommendations, cycle outcomes, cost models, and decision materials for People leadership, Finance, and business stakeholders
• Support Recruiting with ranges, leveling guidance, offer competitiveness, and exception context
• Maintain job ID integrity and align the job catalog with hiring requisitions
• Own or partner on headcount planning and people budgeting
• Run scenario analysis on hiring pace, workforce mix, location, and leveling
• Support M&A from a People/Total Rewards perspective, including diligence, job/pay mapping, compensation and benefits comparisons, cost/risk assessment, and integration planning
• Lead and contribute to analytical and operational People projects, including workforce data, process design, program build-outs, integrations, and decision support
• Partner asynchronously across time zones with teammates, vendors, and leaders in multiple countries

• 7+ years of Total Rewards, compensation, or closely related People analytics/operations experience, including ownership of compensation programs in a multi-country or globally distributed environment
• Strong compensation craft: job architecture, market pricing, ranges, offer support, pay decisions, and cycle execution
• Experience managing multiple compensation data sets and surveys: submissions, matching, aging, blending sources, and reconciling conflicts between vendors, geographies, and internal history
• Hands-on experience implementing and/or serving as a primary operator of a compensation platform
• Working knowledge of benefit structures across multiple countries
• Proven partnership with Recruiting, including real-time range, leveling, and offer data; job ID accuracy; and consistent hiring decisions
• Ability to own headcount planning and people budgeting, plus comfort operating in M&A-style analysis
• High analytical fluency; comfort with spreadsheets and people data; ability to build models and turn analysis into clear recommendations
• Experience working across global locations and time zones
• Sound judgment and discretion with sensitive pay, offer, and employee data
• Ability to overlap with West Coast working hours on a regular basis; Pacific, Mountain or Central time zone bases preferred
• Direct prior M&A experience, hands-on requisition management, high-growth/remote/multi-entity experience, equity compensation exposure, broader People analytics/workforce planning/HR systems experience, and relevant certification (e.g., CCP or equivalent) are nice-to-haves, not requirements

• Competitive Salary & Stock Options
• Health Benefits
• New Hire Home-Office Setup: One-time USD $500
• Monthly Stipend: USD $150 per month via a Brex Card