Director, Total Rewards

US Remotefull timeRemote

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senior

$195k–$220k

H1B: no

Netbox Labs Director, Total Rewards at Netbox Labs leading compensation, equity, and rewards systems as the company scales. Owns comp structure, cycles, equity guidelines, and reporting to the board's compensation committee.

Responsibilities

NetBox Labs is hiring its first Director, Total Rewards to lead compensation, equity and rewards as we scale. We are about 200 people across the US, UK, Europe and Latin America, and we are still growing. Every hire, promotion and comp cycle depends on a pay system that leaders trust and employees understand.
Our rewards foundation is taking shape. We benchmark with Pave, apply a consistent pay convention to new offers and are building company-wide leveling. Now we need someone to raise the bar and turn it into a system that scales, with bands leaders trust, cycles that land on time and equity guidelines that work across countries.

Qualification

You weigh fairnessWhat you will ownComp structure and philosophyOwn salary bands by level and functionShape our comp philosophyAudit pay against bandsDesign and run meritBuild the budget modelsPartner with Finance on cycle costEquity and variable payOwn equity guidelines by levelSeries B to D startup experience

Required

You weigh fairness, retention, motivation, cost and speed in the same decision. When a request would break the system, you say no clearly and bring an alternative. You already use AI in your modeling and analysis, and you would rather automate a cycle than run it by hand twice.
What you will own
Comp structure and philosophy
Own salary bands by level and function, built on our leveling framework and Pave market data
Shape our comp philosophy, including market positioning, range width and pay mix by level
Audit pay against bands, and fix compression, pay mix and out-of-band gaps with a clear plan
Set the guardrails for new hire offers and promotions, and partner with recruiters and hiring managers on pay calls
Design and run merit, promotion and market adjustment cycles from one combined budget
Build the budget models, eligibility rules, manager guidance and calibration inputs each cycle needs
Partner with Finance on cycle cost, timing and the payroll handoff
Equity and variable pay
Own equity guidelines by level, including new hire grants and the refresh approach