Total Rewards and Analytics Lead

What You'll Own

• Design and own Decagon's total compensation philosophy, including salary bands, equity guidelines, bonus structures, and benefits programs
• Build and maintain a job architecture and leveling framework that creates consistency and clarity across the company
• Lead annual and mid-year compensation review cycles, partnering closely with Finance and People Business Partners
• Own all equity program administration — from grant processes and refresh cycles to employee education and vesting communications
• Manage our benefits programs end-to-end, including open enrollment, broker relationships, and ongoing plan design
• Serve as the internal expert on comp and benefits compliance (FLSA, ACA, state-level requirements, etc.)
• Partner with Recruiting to build compelling, competitive offers and ensure we're winning top talent at every level
• Develop clear communications that help employees understand and value their total compensation package

Requirements

• 8+ years of experience in compensation, benefits, or total rewards at a high-growth tech or SaaS company (leadership experience is a plus)
• Experience building or significantly rebuilding compensation structures, job architecture, and leveling frameworks in a fast-moving, pre-IPO environment
• Deep expertise in equity compensation (option plans, RSUs, refresh cycles) and experience supporting equity education and communications
• Experience designing and administering competitive benefits programs, including medical, dental, vision, 401(k), and ancillary programs, while managing vendor relationships and renewals
• Data-driven approach using market data (Pave, Levels.fyi, etc.) to anchor decisions and build clean, defensible comp models
• Experience partnering with Finance on headcount planning, comp accruals, and total compensation cost modeling
• Strong communicator who can distill complex comp concepts for employees, managers, and executives

Nice-to-Haves

• Worked at a company that scaled from ~100 to 500+ employees
• Experience with executive compensation and board-level reporting
• Supported international expansion and understand how to structure compensation across multiple geographies
• Familiar with HR tech and compensation tooling (Carta, Pave, Radford, Workday, Rippling, etc.)