VP, Total Rewards and People Operations

Accountabilities

Lead, develop, and inspire a global team spanning compensation, benefits, people operations, and HR systems, establishing clear ownership, accountability, and high performance standards.

Build an inclusive, transparent team culture and invest in developing team members into strategic business partners and trusted advisors.

Own the global compensation philosophy, structures, and programs, covering base salary, variable compensation, and equity.

Lead executive compensation strategy and act as the primary liaison to the Compensation Committee and Board of Directors, preparing materials, advising on program design, and collaborating with external consultants and legal counsel.

Design and evolve equity programs, including equity guidelines, refresh strategies, burn-rate and dilution management, and future equity plans.

Strengthen compensation governance and disclosure readiness to meet public-company standards, while overseeing pay equity analysis and compliance with evolving pay transparency requirements across jurisdictions.

Direct global benefits strategy across more than two dozen countries, balancing competitiveness, geographic fairness, cost management, and local regulatory requirements.

Manage relationships with brokers, carriers, and benefits vendors, overseeing renewals, plan design, and program effectiveness.

Guide the thoughtful harmonization of benefits across the combined organization, ensuring clear and effective employee communication.

Lead people operations, HRIS, and people systems strategy, using technology, automation, and AI to build an efficient operating model that can scale without proportional headcount growth.

Oversee the complete global employee lifecycle, from onboarding through offboarding, ensuring processes are consistent, compliant, and employee-focused.

Improve people data integrity and analytics to help leaders make informed decisions more effectively.

Partner with Finance, Legal, and IT on payroll, global employment entities, employer-of-record strategy, and internal controls.

Advise executive leadership on compensation and people operations decisions, translating complex considerations into practical recommendations aligned with business outcomes.

Communicate clearly and transparently with employees about compensation and benefits philosophy, explaining how and why reward decisions are made.

Requirements:

10+ years of progressive experience in total rewards or people operations, including substantial experience leading these functions at VP level or an equivalent senior leadership level.

Demonstrated success as an established people leader, with a track record of building, developing, and scaling high-performing and efficient teams.

Deep expertise in employee and executive compensation, including direct experience working with a Compensation Committee and Board of Directors.

Significant experience leading global benefits programs across multiple countries within a complex multinational organization.

Experience overseeing people operations and HR technology, with a clear vision for building scalable, systems-driven functions.

Strong enterprise-level experience in an organization of comparable size or larger, ideally within a high-growth B2B software or technology environment.

Strong strategic judgment and the ability to translate complex compensation, benefits, and operational challenges into clear, actionable recommendations.

Excellent communication and stakeholder-management skills, with the ability to build trust through transparency, candor, and sound advice.

A decisive, pragmatic approach to leadership, including the ability to move quickly, make informed decisions with incomplete information, and adapt as circumstances evolve.

A people-first leadership mindset, with a commitment to employee experience, team development, fairness, and inclusion.

A builder's mindset, with the ability to balance immediate business needs with the development of durable, long-term people programs and infrastructure.

Benefits:

Annual target compensation range of $239,129–$298,911.50 USD. Individual compensation may vary based on role level, location, skills, experience, education, training, and business needs.

100% employer-paid medical insurance, subject to country and worker-type eligibility.

Generous paid time away, including vacation or flexible/unlimited vacation depending on role and country.

Paid sick leave, inclusive parental leave, and paid holidays.

A year-end Global Week of Rest.

Paid volunteer days.

Restricted Stock Unit (RSU) grants, subject to country and worker-type eligibility.

Professional development and training opportunities.

Monthly cell phone stipend.

Access to a mental health support platform offering personalized therapy, coaching, and self-guided mindfulness resources for covered employees and their covered dependents.

Virtual team gatherings, free food, and team-building activities.

Benefits and eligibility may vary by country and worker type; further details can be provided during the recruitment process.