[Hiring] Head of Total Rewards @Function

Role Description

Function is entering its next chapter of scale. Our people strategy will determine how effectively we attract and retain the talent required to execute on our mission. This is an opportunity to build the Total Rewards function from first principles and scale it into a world-class system that supports a rapidly growing organization.

You will design the philosophy, infrastructure, and operating model that ensures Function remains highly competitive in attracting exceptional talent while aligning incentives with long-term company performance. This is not simply a compensation administration role; it is a systems-building role. You will architect the frameworks, processes, and decision models that allow the company to scale compensation, equity, and benefits thoughtfully through hypergrowth, acquisitions, and global expansion.

Function is an AI-native company, and our compensation architecture must reflect the dynamics of organizations where talent density, technical leverage, and innovation cycles move quickly. The Head of Total Rewards will design frameworks that support this environment — ensuring compensation, equity, and incentives reward outsized impact, attract exceptional technical and AI talent, and scale effectively as the company evolves.

Reporting to the Senior Director of People Operations and AI, you will partner closely with executive leadership, finance, and legal to build a durable rewards strategy that evolves with the company’s growth and ambition.

• Design and implement Function’s Total Rewards strategy from first principles.
• Establish a clear compensation philosophy aligned with company stage, talent density, and long-term value creation.
• Architect salary bands, leveling frameworks, and job architecture across the organization.
• Design scalable equity programs, including new hire grants, refresh programs, and executive compensation structures.
• Oversee the preparation of all materials and presentations for the Compensation Committee of the Board of Directors, including executive compensation proposals.
• Partner with Finance and Legal to develop a disciplined approach to equity planning and dilution management.
• Evaluate, design, and implement a modern benefits strategy that supports employee well-being while scaling efficiently.
• Build compensation review cycles, promotion frameworks, and pay governance processes.
• Implement tools, data systems, and analytics that enable transparent and data-driven compensation decisions.
• Design compensation architecture suited to AI-native companies, where talent density, technical leverage, and speed of innovation require differentiated approaches to pay, incentives, and equity.
• Develop compensation frameworks that support sustained hypergrowth and evolving organizational complexity.
• Design global compensation strategies and geographic pay models as the company expands internationally.
• Build scalable processes for annual compensation reviews, promotions, and equity refresh cycles.
• Ensure compensation and benefits programs remain competitive in highly competitive talent markets.
• Create frameworks to integrate compensation structures during acquisitions.
• Establish reporting, dashboards, and analytics to monitor pay equity, competitiveness, and program effectiveness.
• Build and lead a high-performing Total Rewards team as the company grows.
• Own the design and evolution of Function’s equity strategy.
• Partner with Finance and Legal on equity pool planning, grant strategy, and long-term incentive structures.
• Design executive compensation frameworks aligned with long-term company performance.
• Develop refresh programs that retain high-impact employees while maintaining discipline.
• Ensure equity programs scale effectively as the company approaches future liquidity milestones.
• Position Total Rewards as a strategic lever for attracting and retaining exceptional talent.
• Advise leadership on compensation strategy during fundraising, acquisitions, and major organizational changes.
• Partner closely with Talent Acquisition to ensure compensation strategy supports hiring competitiveness.
• Partner with People Operations to integrate compensation programs into broader people systems.
• Provide executive leadership with clear insights on compensation market dynamics and workforce economics.
• Establish governance and discipline that allows the company to scale compensation programs responsibly.

Benefits

• Choose your own holidays
• 401k Match
• Health Insurance