Senior Director, Total Rewards

Ironclad•San Francisco, CA

4d•$236,000 - $295,000•Hybrid

About The Position

As Ironclad scales, we're elevating Total Rewards into a dedicated leadership function, building on our existing foundation to bring greater rigor, competitiveness, and strategic intent to how we attract, motivate, and retain exceptional talent. This leader will own the strategy and execution of compensation and benefits at Ironclad, helping us evolve our programs in support of a high-performance culture while building the systems, processes, governance, and manager enablement needed to scale. This is a high-impact leadership role that will sit on the People Leadership Team, move fluidly from board-level compensation topics to employee-facing program design. You will shape how Ironclad rewards performance, communicates value, and delivers a modern, globally scalable employee experience across cash compensation, equity, benefits, and related programs.

Requirements

12+ years of progressive Total Rewards experience, including deep expertise in both compensation and benefits.
Significant experience leading Total Rewards in a high-growth, technology-driven environment, with scope that includes broad-based programs and senior leadership support.
Strong compensation depth across philosophy, market benchmarking, pay structures, incentive design, equity, promotions, and executive compensation support.
Strong benefits depth, including vendor strategy, renewals, compliance oversight, plan design, and employee-facing program rollout.
Experience as a senior cross-functional partner with executive teams, Finance, and Legal on Board and Compensation Committee materials and decisions.
Demonstrated ability to design programs that balance market competitiveness, internal equity, performance differentiation, and fiscal discipline.
Track record of building scalable processes, governance, and systems rather than relying on one-off exceptions or manual workarounds.
Excellent judgment, discretion, and comfort handling sensitive employee and executive matters.
Strong analytical fluency with the ability to turn complex data into practical recommendations and clear narratives.
Exceptional communication and change management skills; able to bring rigor without losing empathy.
A builder’s mindset, strong ownership, and a bias toward clarity, simplicity, and durable operating leverage.
Someone who embodies Ironclad’s values: Drive, Intent, Integrity, and Empathy.

Nice To Haves

Experience with private-company equity programs and transitions in equity strategy.
Experience supporting global growth, including international benefits and compensation considerations.
Experience modernizing Total Rewards infrastructure, workflows, and reporting with automation and AI-enabled tools.

Responsibilities

Own Ironclad’s Total Rewards strategy across compensation, equity, benefits, recognition, and related policies and programs.
Lead the design, refinement, and administration of broad-based and leadership compensation programs, including base pay, bonus, equity, promotion-related pay changes, market adjustments, and recognition programs.
Evolve Ironclad’s compensation philosophy, job architecture, benchmarking approach, and pay practices to support growth, talent density, internal equity, and market competitiveness.
Partner closely with the CPO, Finance, Legal, and executive leaders on annual planning, compensation cycles, headcount planning, and Compensation Committee materials.
Own benefits strategy and administration, ensuring our programs are competitive, compliant, financially sound, and aligned to employee needs across key markets.
Stabilize and own the transition of key compensation and benefits cycles — including company bonus, equity programs, and benefits — ensuring programs run cleanly while building the operational foundation beneath them.
Build the operating rigor the function needs: clear documentation, manager tools, exception governance, and reporting frameworks that create consistency and reduce noise across comp and benefits decisions.
Translate Total Rewards programs into accessible, confident guidance for managers and employees — enabling better decisions at the point of need and fewer escalations.
Use data and external market intelligence to inform recommendations, quantify tradeoffs, and improve decision quality across Total Rewards investments.
Strengthen reporting and operating rigor across the function, including program effectiveness, compliance, vendor management, and process health.
Partner with People Operations, Talent Acquisition, PBPs, and Internal Comms to ensure Total Rewards programs are delivered cleanly and understood well across the company.
Build and lead a high-performing Total Rewards team, with clear ownership, strong operating cadence, and a high bar for execution.

Benefits

Equity awards (a new hire grant, along with opportunities for additional awards throughout your tenure)
Competitive health and wellness benefits
Commitment to career growth and development
100% health coverage for employees (medical, dental, and vision), and 75% coverage for dependents with buy-up plan options available
Market-leading leave policies, including gender-neutral parental leave and compassionate leave
Family forming support through Maven for you and your partner
Paid time off - take the time you need, when you need it
Monthly stipends for wellbeing, hybrid work, and (if applicable) cell phone use
Mental health support through Modern Health, including therapy, coaching, and digital tools
Pre-tax commuter benefits (US Employees)
401(k) plan with Fidelity with employer match (US Employees)
Regular team events to connect, recharge, and have fun
The opportunity to help build the company you want to work at