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Director, Total Rewards
NetBox Labs. Own salary bands by level and function, built on the leveling framework and Pave market data .
Core Competencies
Role fitCore Competencies
Use this summary to align your resume positioning with the role.
Demonstrates extensive experience in compensation strategy, including salary band development, equity plan design, and multi-country compensation practices. Proficient in budget modeling, data analysis, and presenting compensation materials to executive leadership and boards.
Highest-signal resume keywords
10+ Years In Compensation Or Total RewardsSalary Band DevelopmentBudget Modeling And Manager EnablementMulti-Country Compensation ExperienceEquity Plan Design And International Grants
ATS Keywords
Tailor your resumeApplicant Tracking System Keywords
Tip: use these terms in your resume and cover letter to boost ATS matches.
Hard Skills
Compensation StrategySalary Band DevelopmentBudget ModelingMerit And Promotion CyclesData AnalysisCompensation Materials PreparationMarket Data AnalysisSales Compensation DesignHRIS MigrationConfidential Information Management
Soft Skills
Clear WritingExcellent Judgment
Tools & Technologies
PaveRadfordExcelAI ToolsCartaCulture AmpJustworksDeel
Industry Keywords
Total RewardsEquity GuidelinesCompensation PhilosophyEmployer Of RecordEMEADACHLatin AmericaSeries B To D Startup Experience
About the role
Key responsibilities & impact- Own salary bands by level and function, built on the leveling framework and Pave market data
- Shape the compensation 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
- Set guardrails for new hire offers and promotions, partnering with recruiters and hiring managers
- Design and run merit, promotion and market adjustment cycles from one combined budget
- Build budget models, eligibility rules, manager guidance and calibration inputs
- Partner with Finance on cycle cost, timing and payroll handoff
- Own equity guidelines by level, including new hire grants and refresh approach
- Partner with Finance, Legal and EOR providers on grants across countries
- Align bonus and commission targets to the leveling framework
- Build compensation committee pre-reads and present alongside the CFO and VP, People
- Build pay and benefits practices for the US, UK, Europe and Latin America
- Advise on benefits renewal design and contribution strategy
- Own compensation data quality in the HR system of record during platform consolidation
- Build recurring rewards reporting for Finance and leadership
- Use AI to model, audit and analyze rewards data faster
- Work directly with the VP, People and CFO on rewards strategy and board compensation committee matters
Requirements
What you’ll need- 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 compensation 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
- Series B to D startup experience
- Equity plan design and international grants
- Sales compensation 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
Benefits
Comp & perks- Equity
- Bonus
- Benefits practices across the US, UK, Europe and Latin America
- Benefits renewal design and contribution strategy