Business Lead, Total Rewards Organization

Meta•Menlo Park, CA

1d•$223,000 - $287,000

About The Position

Meta is seeking a Business Lead to serve as a strategic thought partner and operational leader to our Global Head of Total Rewards and their leadership team. This role goes beyond traditional business operations — it is designed for a strategic operator who will shape how Total Rewards delivers on its mission, drives enterprise-wide impact, and evolves its operating model in partnership with senior leadership. The ideal candidate is a trusted advisor who can seamlessly move between high-level strategy formulation and hands-on execution. They will partner with leadership to pressure-test ideas, develop forward-looking points of view on rewards philosophy and organizational priorities, and translate ambiguity into clear, actionable frameworks. This person will be instrumental in ensuring Total Rewards operates as a strategic function — not just a service center — by bringing intellectual rigor, proactive insight, and cross-functional influence to bear on the most important decisions facing the team. This role is ideal for someone who thrives as a thought partner to senior leaders, is energized by complex problem-solving, and wants to drive high-impact outcomes.

Requirements

Bachelor's degree and 12+ years of experience in strategy, management consulting, business operations, chief of staff, or program management roles — ideally within HR, Total Rewards, or a related people function at a scaled technology company
Experience operating as a trusted thought partner and strategic advisor to VP+ or C-level executives in complex, matrixed organizations
Track record of driving cross-functional strategic initiatives across multiple business units or functions
Executive communication skills — experience synthesizing complexity, developing compelling narratives, influencing without authority, and presenting to senior audiences
Demonstrated experience building decision-making frameworks, developing strategic recommendations, and driving accountability at scale
Proven capacity to work autonomously with minimal direction, thrive in ambiguity, and proactively shape the agenda
Experience leading multiple complex projects under tight timelines and shifting priorities with strong operational rigor
People management experience with a track record of building, developing, and leading high-performing teams

Nice To Haves

MBA or advanced degree in business, organizational development, or related field
Management consulting background (MBB or similar) with experience in human capital, compensation, or organizational strategy
Prior experience in Total Rewards, Compensation & Benefits, or People Strategy — either as a practitioner or strategic advisor
Familiarity with compensation philosophy, equity programs, benefits design, and executive compensation governance
Experience in transformation or change management contexts — standing up new operating models or evolving legacy functions into strategic capabilities
Experience with Long Range Planning (LRP), budget management, and headcount planning processes
Experience integrating AI tools to optimize workflows and drive measurable impact

Responsibilities

Serve as a trusted strategic thought partner to Total Rewards leadership — proactively surfacing insights, challenging assumptions, and helping shape the strategic direction of the function
Partner with leadership to develop and pressure-test strategic positions on rewards philosophy, compensation design, benefits investment, and equity programs before they reach executive decision-making forums
Help leadership see around corners: anticipate emerging trends, competitive dynamics, and internal signals that should inform Total Rewards strategy and bring a synthesized point of view with recommendations
Frame up complex decisions for senior leadership by collecting diverse viewpoints, evaluating tradeoffs, and developing clear decision frameworks with actionable recommendations
Prepare leadership for high-stakes engagements (e.g., executive reviews, board-level presentations, company leadership meetings) by developing comprehensive briefing materials including goals, context, recommendations, and rationale for decisions needed
Own the strategic operating cadence for Total Rewards — including leadership meetings, planning cycles, and priority tracking — ensuring the team executes with clarity and accountability
Synthesize complex compensation, benefits, and workforce data into clear narratives for senior and C-suite audiences, translating technical analysis into strategic insight
Build and maintain strategic relationships across People team functions, Finance, Legal, and business leadership to ensure Total Rewards strategy is connected to broader enterprise priorities
Navigate complex cross-organizational dynamics and drive alignment on rewards-related decisions that span multiple stakeholders with competing priorities
Represent Total Rewards perspectives in cross-functional forums and ensure the function has a seat at the table on key enterprise decisions that impact talent and compensation strategy
Scope, manage, and drive high-priority strategic initiatives on behalf of leadership — particularly those involving time pressure, executive visibility, or cross-functional complexity
Build operating models, governance structures, and accountability frameworks that elevate how Total Rewards functions as a strategic partner to the business
Drive organizational communications strategy including content development, All Hands planning, and leadership engagement cadences