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Remote, Oregon, United States
Remote only
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.
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.
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
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
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
EMEA, DACH, and / or Latin America experience
Familiarity with Pave, Carta, Culture Amp, Justworks or Deel
Pave, market data
Carta, equity
Justworks, US PEO
Justworks International and Deel, international employment
Culture Amp, performance management
Ashby, recruiting
Notion and Slack, everything else
NetBox Labs helps companies build and manage complex networks. We help customers accelerate network automation by delivering open, composable products and supporting the network automation community.
NetBox Labs is the commercial steward of open source NetBox, the world’s most popular network source of truth, and Orb, the next-generation open source network observability platform. Our products include NetBox Enterprise, a fully supported self-managed NetBox with advanced features, and NetBox Cloud, a secure, scalable, and reliable SaaS edition of NetBox.
NetBox powers thousands of companies, and NetBox Labs is backed by investment from Notable Capital (formerly GGV), Grafana Labs CEO Raj Dutt, Flybridge, IBM, Salesforce Ventures, and Mango Capital.
We own and solve problems with high attention to detail.
Our open source contributors, users, customers & team are all part of our community. When our community wins, we win.
We prioritize simplicity and think twice before adding complexity
Clear communication helps keep our team aligned and collaborating smoothly.
NetBox Labs is proud to be an equal opportunity employer. We believe diverse teams build better software, and we welcome applicants of every race, color, religion, gender identity, sexual orientation, national origin, age, disability, and veteran status. If you need accommodation at any point in the process, just let us know.
