Director of Total Rewards

Chainguard

. Own and set Chainguard's total rewards strategy across compensation and benefits.

Posted 9/15/2026full-timeRemote • United StatesLead💰 $204,000 - $240,000 per yearWebsite

Core Competencies

Role fit

Core Competencies

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Demonstrates expertise in developing and executing total rewards strategies, with a strong focus on compensation and benefits management in high-growth environments. Proven ability to lead teams, manage international compensation programs, and ensure compliance across multiple jurisdictions.

Highest-signal resume keywords

Total Rewards Strategy DevelopmentCompensation Cycle ManagementEquity Program DesignMarket Pricing ExpertiseInternational Compensation Experience

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills

Compensation ManagementBenefits AdministrationJob ArchitectureMarket PricingMerit PlanningBonus DesignPay Equity ComplianceTeam DevelopmentProcess BuildingSaaS Industry Experience

Soft Skills

LeadershipStrategic PartnershipAdaptabilityProblem SolvingCommunication

Tools & Technologies

CartaShareworksRadfordPaveMercer

Industry Keywords

Total RewardsCompensationBenefitsHigh-GrowthEmployer of RecordEMEAPay EquityComplianceMarket TrendsEmployee Experience

About the role

Key responsibilities & impact

Own and set Chainguard's total rewards strategy across compensation and benefits.
Manage and develop the Total Rewards team.
Lead global compensation and benefits strategy as Chainguard expands into international markets, including the UK, Canada, and Germany.
Partner with the business to balance employee experience with cost efficiency.
Identify legacy programs or underutilized benefits that can be redesigned or retired.
Stay ahead of compensation and benefits market trends.
Oversee banding, market pricing, and merit cycles with the Compensation Manager.
Advise leadership on compensation and benefits strategy tied to headcount growth and cost management.
Build scalable total rewards processes as the team and company grow.

Requirements

What you’ll need

8-10 years of progressive compensation and benefits experience, including 3+ years in a management capacity.
Proven experience setting total rewards strategy, with a strong background in either compensation or benefits and working knowledge of the other.
Experience scaling total rewards programs at a high-growth SaaS or startup company, ideally through growth from roughly 1,000 to 3,000+ employees.
End-to-end experience running compensation cycles, including job architecture, market pricing, merit/promotion planning, and bonus design.
Experience with equity program design and administration, including cap table fluency with Carta, Shareworks, or similar.
Strong command of market pricing and benchmarking tools such as Radford, Pave, Mercer, or similar.
International experience required, particularly across EMEA; experience in Japan, Singapore, or South America is a strong plus.
Experience partnering with or managing an Employer of Record (EOR) for international employees.
Working knowledge of pay equity and compliance considerations across multi-state and international jurisdictions.
Strong track record managing and developing a team.
Comfort operating with ambiguity and building processes where they do not yet exist.
Relevant experience is valued over certifications.
People-manager role reporting into the VP overseeing People.

Benefits

Comp & perks

Flexible & Remote-First Culture: Work remotely with team meetup opportunities, bi-annual destination summits, and a monthly stipend for coworking spaces, phone and internet costs.
Stock options upon hire and promotion
Participation in secondary offerings
10 years to exercise stock options
100% covered health, vision and dental insurance premiums for the employee and dependents
∞ Flexible Time Off
18 weeks paid parental leave for birthing parents and 12 weeks for non-birthing parents
Option to use parental leave all at once or throughout the child's first year