Senior Director, Total Rewards

The Senior Director, Total Rewards leads the development and administration of our total rewards strategy and practices to support our culture and growth. This role will serve as a trusted organizational leader to lead strategy development, design, implementation, administration, and governance of all compensation and benefit programs globally. In partnership with the People leadership team and senior business leaders, translate business strategy into scalable and meaningful Total Rewards strategies that are effective in attracting, rewarding and retaining key talent. The Senior Director reports to the VP, Total Rewards and Operations.

The Senior Director, Total Rewards is a grade 11.

• Develop and align the total rewards strategy and roadmap to the goals of the company; ensuring it is positioned to attract candidates and motivate and retain current employees
• Lead and develop compensation and benefits team, encouraging ongoing development to keep current on training, practices, trends and compliance matters to provide a high level of expertise to the business.
• Research market compensation and benefits data and build creative solutions, ensuring that the organization retains a competitive total rewards position in the marketplace
• Serve as Subject Matter Expert in the development of incentive compensation (i.e. annual cash and equity) and other incentive plans (e.g., sales commission), and oversight of benefit plans and plan design
• Oversee all annual processes associated with Total Rewards including planning annual compensation review cycles; benefits open enrollment, communications and marketing; equity management, administration and communication.
• Plan, develop, and oversee administration of benefit programs
• Review current compensation and benefit programs; lead the proposal, development, and implementation of necessary changes to align with our global business
• Create internal compensation branding messaging and trainings to ensure employees understand the components and rationale towards total compensation
• Continually optimize our job architecture and career pathing framework for both scale and effectiveness in attracting and retaining talent.
• Provide thought leadership to business units on compensation issues including new hire packages, performance recognition, incentive plans, retention arrangements and compensation structure
• Prepare annual Total Rewards budget, quarterly forecasts, and work with Compensation Committee on recommendations and allocations
• In partnership with the People Leadership team and Finance, establish compensation budgets and guidelines for global locations
• Own the communications strategy and plan for total rewards, ensuring team members understand all that is offered at GitLab

The next step in the Total Rewards job family is to move to the VP, Total Rewards and Operations or other People Group leadership positions.

• Percentage over compensation band
• Average location factor
• New hire location factor
• Pay equality

Candidates for Total Rewards can expect the hiring process to follow the order below. Please keep in mind that candidates can be declined from the position at any stage of the process. To learn more about someone who may be conducting the interview, find their job title on our team page.

• Qualified candidates will be invited to schedule a 30 minute screening call with a Recruiting Manager
• Next, candidates will be invited to a 45 minute interview with the Hiring Manager.
• Then, candidates will be invited to schedule a 45 minute interview with a peer on the People Leadership Team.
• Then, candidates may be invited to schedule a 45 minute interview with a People Business Partner.
• Final, candidates will be invited to schedule a 50 minute interview with a business leader

As always, the interviews and screening call will be conducted via a video call. See more details about our interview process here.