Head of Total Rewards

About the role

This role involves designing and managing a comprehensive global compensation strategy. This includes establishing job architecture, defining salary bands, and implementing variable incentive pay and equity programs. The Head of Total Rewards will lead annual compensation cycles, from benchmarking and leveling to planning and equity refreshes, ensuring the company remains competitive in its offerings.

A key part of this position is building and continuously improving benefits programs across multiple regions, including the U.S., LATAM, and EMEA. This involves evaluating vendors, managing renewals, and educating employees on available benefits. Additionally, the role requires administering the equity program, coordinating with legal and finance teams, and ensuring adherence to global labor laws and tax regulations.

Success in this role means providing leadership with clear insights into compensation trends, pay equity, and headcount costs through dashboards and reporting frameworks. The Head of Total Rewards will partner with executives, HR Business Partners, and finance to advise on total rewards matters, supporting performance management and recognition programs while anticipating business needs.

The listed annual salary for this Head of Total Rewards role is between $45,000 and $75,000 USD.

Skills that matter here

• Compensation Strategy: This role requires designing and implementing a global compensation strategy, including job architecture, salary bands, and incentive pay.
• People Analytics: The Head of Total Rewards will build dashboards and reporting frameworks to provide leadership with insights into compensation trends and pay equity.
• Sales Compensation: This position involves designing, modeling, and maintaining commission plans in collaboration with sales leaders and operations.
• Global Compensation Architecture: A core responsibility is to design and manage a competitive global compensation structure across various regions.
• Equity Programs: The role includes administering equity programs, coordinating grant planning, and managing cap table reviews.
• Analytical Skills: Strong analytical skills are necessary for building compensation models, conducting pay equity analyses, and creating executive-level reports.

Who this role suits

• You are a builder who has created compensation structures, benefits programs, or equity frameworks from the ground up.
• You are data-driven in your approach but avoid over-analysis, making decisions effectively.
• You thrive in ambiguous environments and can operate at various levels of detail.
• You act as a trusted advisor to senior leadership and cross-functional partners.

From the employer

What You'll Own & Drive

• Global Compensation Architecture — Design and manage a competitive global compensation strategy encompassing job architecture, salary bands, variable incentive pay, and equity programs. Lead annual comp cycles end-to-end: benchmarking, leveling, planning, and equity refreshes.
• Sales Compensation — Partner with regional sales leaders and sales operations to design, model, and maintain commission plans that drive the right outcomes — and update them when the business evolves.
• Benefits Design & Scaling — Build, implement, and continuously improve benefits programs (health, retirement, wellness, perks) across the U.S., LATAM, and EMEA. Evaluate vendors, manage renewals, and drive employee education and engagement globally.
• Equity & Governance — Administer the equity program in coordination with Legal and Finance. Own grant planning, cap table reviews, and employee communications around equity value. Ensure ongoing compliance with global labor laws and tax regulations.
• People Analytics & Reporting — Build the dashboards, reporting frameworks, and models that give leadership real-time visibility into compensation trends, pay equity, gender parity, and headcount cost. Present to executives and, when the moment calls for it, to the board.
• Cross-Functional Partnership — Act as a trusted advisor to executives, HRBPs, Finance, and Talent Acquisition on all things total rewards. Support performance management cycles, promotions, and recognition programs — staying close enough to the business to anticipate needs before they become fires.

The Qualities That Set You Apart

• You're a builder, not a maintainer.
• You've built comp structures, benefits programs, or equity frameworks from scratch — not just inherited and sustained someone else's work.
• You're data-driven without being data-paralyzed.
• Your ego doesn't get in the way of the work.
• You operate at every altitude.
• You're a trusted advisor, not a gatekeeper.
• You thrive in ambiguity.

Your Background

• 8+ years of progressive experience in compensation, benefits, or total rewards — with meaningful time spent in a startup or high-growth environment (Series B, C, or equivalent scale).
• Demonstrated experience building or significantly redesigning a global comp or benefits program — not just administering one.
• Hands-on experience with equity program administration (option grants, RSUs, cap table coordination with Legal and Finance).
• Strong analytical skills — comfortable building comp models, pay equity analyses, and executive-level reporting from scratch.
• Experience supporting global, multicultural teams across multiple regions; LATAM experience and Spanish language proficiency strongly preferred.
• Track record of partnering directly with CPO, CFO, and senior leadership on compensation strategy and board-level reporting.
• Bachelor's degree required; MBA or advanced degree in HR, Business, or a related field preferred. CCP or CEBS certification a plus.

Why Incode?

• Be part of a mission-driven company at the intersection of AI, identity, and trust.
• Work alongside a world-class team backed by General Atlantic and SoftBank.
• Shape the future of how people — and companies — verify identity at global scale.
• Competitive compensation, equity participation, and benefits.
• A culture that rewards ownership, speed, and intellectual curiosity.

Benefits & Perks:

• Flexible Working Hours & Workplace
• Open Vacation Policy
• Equal Opportunities: Incode is an equal opportunity employer, committed to creating a diverse and inclusive work environment.