Director, Equity Compensation

IREN•San Francisco, CA

About The Position

The Director, Equity Compensation is accountable for the governance and administration of IREN’s global equity compensation programs. This role serves as the Company’s subject‑matter expert and operational owner for equity plans, including the Long‑Term Incentive Program (LTIP), omnibus equity plan, and RSU allocation frameworks. Operating at the intersection of People, Legal, Finance, and the Board, the role assures equity programs are competitive, well‑governed, scalable, and clearly executed, supporting talent attraction and retention while remaining aligned with shareholder interests and approved plan rules.

Requirements

10+ years of experience in equity compensation or total rewards, with deep hands‑on equity plan administration.
Strong experience with LTIP / RSU / omnibus equity structures in public or late‑stage growth companies.
Demonstrated ability to partner effectively with Legal, Finance, and senior stakeholders.
Experience operating across multiple jurisdictions (e.g., U.S. and Australia).
Highly detail‑oriented, structured, and comfortable with complex governance environments.
Sound judgment and discretion with sensitive compensation matters.
Credible, calm partner across various levels of leadership and stakeholders.
Pragmatic approach to governance – rigorous without unnecessary bureaucracy.
Strong operational discipline and follow‑through.
Clear communicator who can simplify complex equity concepts.

Responsibilities

Own the end‑to‑end lifecycle of IREN’s equity compensation programs, including the LTIP, omnibus equity plan, and RSU awards.
Lead equity design and allocation frameworks for employee populations, ensuring consistency, fairness, and alignment with talent strategy.
Partner with People & Talent teams to embed equity effectively into offer processes, promotions, and retention planning.
Act as the internal subject matter expert on equity mechanics, including eligibility, vesting schedules, treatment on role changes, and separations.
Partner closely with the Chief Legal Officer and Legal team on equity plan governance, interpretation, amendments, and disclosures.
Prepare and support Board and Committee materials related to equity grants, plan usage, and annual equity cycles.
Confirm equity activity adheres strictly to Board‑approved authorities and plan rules.
Serve as the People & Culture counterpart to external counsel, equity administrators, and auditors on equity matters.
Own equity grant administration across annual and off‑cycle processes, including approvals, award documentation, vesting, modifications, and forfeitures.
Partner with Finance, Payroll, and Tax on equity expense recognition, forecasting, tax treatment, and reporting.
Maintain accuracy, integrity, and auditability of equity records and data across systems.
Develop clear internal guidance, summaries, and FAQs to support employee understanding of equity programs, without over‑engineering complexity.
Own and lead a review of the current equity platform, including defining requirements, evaluating potential vendors, and managing implementation planning in partnership with Legal, Finance, Tax, Payroll, and external advisors.
Oversee end‑to‑end transition execution, coordinating data readiness, migration, testing, and cutover to ensure continuity of equity administration and minimize disruption to grant and vesting processes.
Establish the post‑implementation operating model, including governance, controls, documentation, and stakeholder communications, to support a scalable, auditable, and well‑governed equity platform.
Support Recruiting and People & Culture by ensuring equity programs are clearly and accurately communicated in offer materials and onboarding.
Serve as a trusted advisor to leaders on how equity is used as part of total rewards, while staying within approved frameworks and delegations.
Ensure equity programs scale appropriately as the Company grows across jurisdictions.
Maintain equity processes that are defensible, well‑documented, and consistent – supporting SOX, ISO, and SOC2 requirements with right‑sized controls.
Identify risks related to plan usage, governance, data accuracy, or process gaps and proactively address them.
Continuously improve equity processes to balance rigor with operational efficiency.

Benefits

Competitive salary, ranging from $175-245K.
Total Compensation package may be inclusive of short-term and long-term incentives.
Relocation (as applicable and based on successful candidate circumstances)
Medical, dental, and vision insurance coverage – 100% company paid for employees, 75% company paid coverage for dependents
Company-paid life and disability insurance
Voluntary life, critical illness, and accident coverage available
Health Savings Accounts (HSA) – when combined with the High-Deductible Health Plan
Employee Assistance Program and wellness resources
401(k) retirement plan with company match
Financial wellness tools and resources
Paid Time Off (PTO) and paid holidays
Flexible work arrangements
Opportunities for advancement and internal mobility
Training and personal development opportunities
Company events and team-building activities