About the role

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.

You will work directly with the VP, People and the CFO, and you will help bring comp decisions to our board's compensation committee. This is a builder seat with real ownership of how rewards work at NetBox Labs.

Who this is for

You have taken comp from a spreadsheet to a system before, and you want to do it again with more ownership. You know when a band needs to be exact and when it needs to ship. You design programs a manager can explain in one sentence.

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

Comp cycles

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

Partner with Finance, Legal and our EOR providers on grants across countries

Align bonus and commission targets to our leveling framework with Finance and Revenue leadership

Board and committee reporting

Build the compensation committee pre-read, including bands, cycle budget, equity guidelines and grant approvals

Present to the compensation committee alongside the CFO and VP, People

Global rewards and benefits

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

Data and systems

Own comp data quality in our HR system of record as we consolidate platforms

Build recurring rewards reporting that Finance and leadership can plan against

Use AI to model, audit and analyze faster, and bring what works back to the People team

What you bring

10+ years in compensation or Total Rewards, with at least 3 years owning the function or a major part of it

Built salary bands and a leveling-linked comp structure at a high growth software company under 1,000 people

Ran merit and promotion cycles end to end, including budget modeling and manager enablement

Prepared and presented compensation materials to a board or compensation committee

Hands-on with market data such as Pave or Radford, and strong modeling in Sheets or Excel

Multi-country experience across the US and Europe, including employer of record markets

Working fluency with AI tools in modeling and analysis, with specific examples of what you made faster

Clear writing that explains a pay decision to a CFO and to an individual contributor

Excellent judgment with confidential information

Nice to have

Series B to D startup experience

Equity plan design and international grants

Sales comp and pay mix design

Experience with an HRIS migration or consolidation