netboxlabs - Director, Total Rewards
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 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 • 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 • 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
Responsibilities
• Comp structure and philosophy • 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 • Equity and variable pay • 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 • Board and committee reporting • 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
Benefits
• 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 • Data and systems • 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
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