Director, Total Rewards

NetBox Labs

2d•$195,000 - $220,000

About The Position

NetBox Labs is hiring its first Director, Total Rewards to build and lead compensation, equity, and rewards programs as the company scales. The role will establish a trusted, understandable pay system for a roughly 200-person workforce across the US, UK, Europe, and Latin America. The rewards foundation includes Pave market benchmarking, consistent pay conventions for new offers, and a developing company-wide leveling framework; the Director will turn this foundation into a scalable system with trusted bands, timely cycles, and effective international equity guidelines. The Director will work directly with the VP, People and CFO, and bring compensation decisions to the board’s compensation committee. This is a hands-on builder role with ownership of rewards practices across compensation structure and philosophy, compensation cycles, equity and variable pay, committee reporting, global rewards and benefits, and data and systems. The role will also use AI for modeling, auditing, analysis, and automation.

Requirements

10+ years in compensation or Total Rewards, including at least 3 years owning the function or a major part of it.
Experience building salary bands and a leveling-linked compensation structure at a high-growth software company with fewer than 1,000 people.
Experience running merit and promotion cycles end to end, including budget modeling and manager enablement.
Experience preparing and presenting compensation materials to a board or compensation committee.
Hands-on experience with market data such as Pave or Radford, and strong modeling skills in Sheets or Excel.
Multi-country experience across the US and Europe, including employer-of-record markets.
Working fluency with AI tools for modeling and analysis, with specific examples of work made faster.
Clear writing skills, including the ability to explain a pay decision to both a CFO and an individual contributor.
Excellent judgment with confidential information.

Nice To Haves

Series B to D startup experience.
Equity plan design and international grants experience.
Sales compensation and pay mix design experience.
Experience with an HRIS migration or consolidation.
EMEA, DACH, and/or Latin America experience.
Familiarity with Pave, Carta, Culture Amp, Justworks, or Deel.

Responsibilities

Own salary bands by level and function, based on the leveling framework and Pave market data.
Shape compensation philosophy, including market positioning, range width, and pay mix by level.
Audit pay against bands and address compression, pay mix, and out-of-band gaps with a clear plan.
Set guardrails for new-hire offers and promotions, and partner with recruiters and hiring managers on pay decisions.
Design and run merit, promotion, and market adjustment cycles from a combined budget.
Build cycle budget models, eligibility rules, manager guidance, and calibration inputs.
Partner with Finance on cycle costs, timing, and the payroll handoff.
Own equity guidelines by level, including new-hire grants and the refresh approach.
Partner with Finance, Legal, and employer-of-record providers on grants across countries.
Align bonus and commission targets to the leveling framework with Finance and Revenue leadership.
Prepare compensation committee materials covering bands, cycle budgets, equity guidelines, and grant approvals.
Present to the compensation committee alongside the CFO and VP, People.
Build pay and benefits practices for the US, UK, Europe, and Latin America, including employer-of-record markets.
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 planning.
Use AI to model, audit, and analyze rewards data more efficiently, and share effective practices with the People team.