Total Rewards Analyst Jobs
Total rewards analyst jobs are open across healthcare, financial services, technology, and manufacturing, at every level from analyst to senior and lead, with specializations in compensation analysis, benefits administration, and incentive plan design. Find a role that fits below and apply directly.
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Showing 5 of 117+ Total Rewards Analyst jobs
From Fivetran's founding until now, our mission has remained the same: to make access to data as simple and reliable as electricity. With Fivetran, customer data arrives in their warehouses, canonical and ready to query, with no engineering or maintenance required. We're proud that more organizations continue to leverage our technology every day to become truly data-driven.
About Us
Fivetran and dbt Labs have come together to build the foundation of the modern data platform, helping thousands of organizations move, transform, and trust their data. As a combined company, we're past $700M in ARR, with more than 2,500 full-time employees across more than two dozen countries, and we're still in growth mode.
We're building a durable, enduring company. A public offering is on our path, but it isn't the finish line. We're looking for leaders who want to build something that lasts well beyond any single milestone.
About the Role
We're looking for a Vice President of Total Rewards & People Operations to lead global compensation, benefits, and people operations for the combined company. This is a senior leadership role for a proven people leader. You'll build and lead a high-performing, diverse team, and you'll design the rewards and operational foundation that supports our next stage of scale.
You'll partner closely with our executive team and serve as a direct liaison to the Compensation Committee and Board of Directors. You'll bring clarity and sound judgment to some of the most important decisions we make about our people. You'll also build a people operations function that scales through great systems and tools rather than headcount. And you'll invest in your team so they use those tools strategically, not just efficiently.
Most of all, you'll help create an employee experience that feels genuinely special and maintains fairness, at global scale.
This is a full-time remote position based out of the US.
What You'll Do
Lead and build an exceptional team
- Lead, develop, and inspire a global team across compensation, benefits, people operations, and HR systems. Set a high bar for performance, growth, and inclusion.
- Build a high-performing organization with clear ownership, strong accountability, and a culture of transparency.
Invest in your team's development so they become highly strategic operators and advisors to the business.
Own global compensation strategy
- Own compensation philosophy, structure, and programs for all employees, including base pay, variable pay, and equity.
- Lead executive compensation strategy and serve as the primary liaison to the Compensation Committee and Board. Prepare materials, advise on program design, and work with external compensation consultants and counsel.
- Design and evolve equity programs appropriate. This includes equity guidelines, refresh strategy, burn rate and dilution management, and future plans.
- Bring pay practices up to public-company standards, including governance, disclosure readiness, and pay equity analysis. Keep compliance current with evolving pay transparency laws across jurisdictions.
Lead global benefits at scale
- Own the global benefits strategy across more than two dozen countries, balancing competitiveness, equity across geographies, cost discipline, and local compliance.
- Manage broker, carrier, and vendor relationships, and bring rigor to renewals, plan design, and program effectiveness.
- Harmonize benefits across the combined organization in a thoughtful, well- communicated way.
Build scalable, tech-forward people operations
- Lead people operations, HRIS, and people systems strategy. Build a highly efficient function that scales through tools, automation, and AI rather than proportional headcount growth.
- Own the global employee lifecycle, from onboarding through offboarding. Make it consistent, compliant, and memorable for employees.
- Drive data integrity and people analytics that help leaders make faster, better decisions.
- Partner with Finance, Legal, and IT on payroll, global employment entities and EOR strategy, and internal controls.
Be a strategic partner to the business
- Advise the executive team on rewards and operational decisions with pragmatism and speed, always tied to business outcomes.
- Translate complex tradeoffs into clear recommendations, and make decisions decisively.
- Communicate with employees transparently and directly about how and why we reward people the way we do.
What You'll Bring
- 10+ years of progressive experience in total rewards or people operations, including significant time leading these functions at the VP level or equivalent.
- A track record as an established, mature people leader who has built and scaled high-performing, efficient teams.
- Deep experience owning employee and executive compensation, including direct work with a Compensation Committee and Board of Directors.
- Experience leading global benefits across many countries in a complex, multinational environment.
- Experience overseeing people operations and HR technology, with a strong point of view on building functions that scale through systems.
- Strong enterprise experience at a company of our size or larger, ideally in high-growth B2B software or technology.
How You Operate
- Authentic and direct. You say what you mean, build trust through candor, and model transparency for your team and the company.
- Fast and decisive. You move with urgency, make clear calls with imperfect information, and adjust quickly when needed.
- Wise and pragmatic. You bring deep expertise and sound logic, and you know when "great and shipped" beats "perfect and pending."
- People-first leader. You measure your success by the strength of your team and the experience of our employees.
- Builder's mindset. You're energized by growth and focused on building for the long term, not a single milestone.
#LI-REMOTE #LI-SR1
Perks and Benefits
- 100% employer-paid medical insurance*
- Generous paid time away from work, including paid vacation or flexible/unlimited vacation depending on role and country, plus paid sick time, inclusive parental leave, paid holidays, including a year-end Global Week of Rest, and volunteer days off.
- RSU stock grants*
- Professional development and training opportunities
- Company virtual happy hours, free food, and fun team-building activities
- Monthly cell phone stipend
- Access to an innovative mental health support platform that offers personalized care and resources in areas such as: therapy, coaching, and self-guided mindfulness exercises for all covered employees and their covered dependents.
- May vary by country and worker type - please reach out to your recruiter for more information
Click here to learn more about Fivetran's Benefits by Region.
We're honored to be valued at over $5.6 billion, but more importantly, we're proud of our core values of Get Stuck In, Do the Right Thing, and One Team, One Dream. Read about us in Forbes.
Fivetran brings together high-quality talent across the globe to make data access as easy and reliable as electricity for our customers. We value and recognize that our customers benefit from having innovative teams made of people from many backgrounds, experiences, and identities. Fivetran promotes diversity, equity, inclusion & belonging through attracting, recruiting, developing, and retaining a diverse workforce, not only because it is the right thing to do, but because it helps us build a world-class company to better serve our customers, our people and our communities.
To learn more about Fivetran's culture and what it's like to be part of the team, click here and enjoy our video.
To learn more about our candidate privacy policy, you can read our statement here.
We are committed to ensuring that all candidates have an equal opportunity to participate in our interview process. If you require accommodations at any stage of the process due to a disability, medical condition, or any other circumstance, please don't hesitate to submit your request by filling out this form. We will work with you to provide reasonable accommodations to facilitate your participation and ensure a fair and accessible interview experience. Your request and any information provided will be kept confidential and will not impact your candidacy. We look forward to hearing from you and accommodating your needs to the best of our ability.
From Fivetran's founding until now, our mission has remained the same: to make access to data as simple and reliable as electricity. With Fivetran, customer data arrives in their warehouses, canonical and ready to query, with no engineering or maintenance required. We're proud that more organizations continue to leverage our technology every day to become truly data-driven.
About Us
Fivetran and dbt Labs have come together to build the foundation of the modern data platform, helping thousands of organizations move, transform, and trust their data. As a combined company, we're past $700M in ARR, with more than 2,500 full-time employees across more than two dozen countries, and we're still in growth mode.
We're building a durable, enduring company. A public offering is on our path, but it isn't the finish line. We're looking for leaders who want to build something that lasts well beyond any single milestone.
About the Role
We're looking for a Vice President of Total Rewards & People Operations to lead global compensation, benefits, and people operations for the combined company. This is a senior leadership role for a proven people leader. You'll build and lead a high-performing, diverse team, and you'll design the rewards and operational foundation that supports our next stage of scale.
You'll partner closely with our executive team and serve as a direct liaison to the Compensation Committee and Board of Directors. You'll bring clarity and sound judgment to some of the most important decisions we make about our people. You'll also build a people operations function that scales through great systems and tools rather than headcount. And you'll invest in your team so they use those tools strategically, not just efficiently.
Most of all, you'll help create an employee experience that feels genuinely special and maintains fairness, at global scale.
This is a full-time remote position based out of the US.
What You'll Do
Lead and build an exceptional team
- Lead, develop, and inspire a global team across compensation, benefits, people operations, and HR systems. Set a high bar for performance, growth, and inclusion.
- Build a high-performing organization with clear ownership, strong accountability, and a culture of transparency.
Invest in your team's development so they become highly strategic operators and advisors to the business.
Own global compensation strategy
- Own compensation philosophy, structure, and programs for all employees, including base pay, variable pay, and equity.
- Lead executive compensation strategy and serve as the primary liaison to the Compensation Committee and Board. Prepare materials, advise on program design, and work with external compensation consultants and counsel.
- Design and evolve equity programs appropriate. This includes equity guidelines, refresh strategy, burn rate and dilution management, and future plans.
- Bring pay practices up to public-company standards, including governance, disclosure readiness, and pay equity analysis. Keep compliance current with evolving pay transparency laws across jurisdictions.
Lead global benefits at scale
- Own the global benefits strategy across more than two dozen countries, balancing competitiveness, equity across geographies, cost discipline, and local compliance.
- Manage broker, carrier, and vendor relationships, and bring rigor to renewals, plan design, and program effectiveness.
- Harmonize benefits across the combined organization in a thoughtful, well- communicated way.
Build scalable, tech-forward people operations
- Lead people operations, HRIS, and people systems strategy. Build a highly efficient function that scales through tools, automation, and AI rather than proportional headcount growth.
- Own the global employee lifecycle, from onboarding through offboarding. Make it consistent, compliant, and memorable for employees.
- Drive data integrity and people analytics that help leaders make faster, better decisions.
- Partner with Finance, Legal, and IT on payroll, global employment entities and EOR strategy, and internal controls.
Be a strategic partner to the business
- Advise the executive team on rewards and operational decisions with pragmatism and speed, always tied to business outcomes.
- Translate complex tradeoffs into clear recommendations, and make decisions decisively.
- Communicate with employees transparently and directly about how and why we reward people the way we do.
What You'll Bring
- 10+ years of progressive experience in total rewards or people operations, including significant time leading these functions at the VP level or equivalent.
- A track record as an established, mature people leader who has built and scaled high-performing, efficient teams.
- Deep experience owning employee and executive compensation, including direct work with a Compensation Committee and Board of Directors.
- Experience leading global benefits across many countries in a complex, multinational environment.
- Experience overseeing people operations and HR technology, with a strong point of view on building functions that scale through systems.
- Strong enterprise experience at a company of our size or larger, ideally in high-growth B2B software or technology.
How You Operate
- Authentic and direct. You say what you mean, build trust through candor, and model transparency for your team and the company.
- Fast and decisive. You move with urgency, make clear calls with imperfect information, and adjust quickly when needed.
- Wise and pragmatic. You bring deep expertise and sound logic, and you know when "great and shipped" beats "perfect and pending."
- People-first leader. You measure your success by the strength of your team and the experience of our employees.
- Builder's mindset. You're energized by growth and focused on building for the long term, not a single milestone.
#LI-REMOTE #LI-SR1
Perks and Benefits
- 100% employer-paid medical insurance*
- Generous paid time away from work, including paid vacation or flexible/unlimited vacation depending on role and country, plus paid sick time, inclusive parental leave, paid holidays, including a year-end Global Week of Rest, and volunteer days off.
- RSU stock grants*
- Professional development and training opportunities
- Company virtual happy hours, free food, and fun team-building activities
- Monthly cell phone stipend
- Access to an innovative mental health support platform that offers personalized care and resources in areas such as: therapy, coaching, and self-guided mindfulness exercises for all covered employees and their covered dependents.
- May vary by country and worker type - please reach out to your recruiter for more information
Click here to learn more about Fivetran's Benefits by Region.
We're honored to be valued at over $5.6 billion, but more importantly, we're proud of our core values of Get Stuck In, Do the Right Thing, and One Team, One Dream. Read about us in Forbes.
Fivetran brings together high-quality talent across the globe to make data access as easy and reliable as electricity for our customers. We value and recognize that our customers benefit from having innovative teams made of people from many backgrounds, experiences, and identities. Fivetran promotes diversity, equity, inclusion & belonging through attracting, recruiting, developing, and retaining a diverse workforce, not only because it is the right thing to do, but because it helps us build a world-class company to better serve our customers, our people and our communities.
To learn more about Fivetran's culture and what it's like to be part of the team, click here and enjoy our video.
To learn more about our candidate privacy policy, you can read our statement here.
We are committed to ensuring that all candidates have an equal opportunity to participate in our interview process. If you require accommodations at any stage of the process due to a disability, medical condition, or any other circumstance, please don't hesitate to submit your request by filling out this form. We will work with you to provide reasonable accommodations to facilitate your participation and ensure a fair and accessible interview experience. Your request and any information provided will be kept confidential and will not impact your candidacy. We look forward to hearing from you and accommodating your needs to the best of our ability.
Total Rewards Analyst Jobs by Experience Level
See All 117+ Total Rewards Analyst Jobs
Find roles that match your experience and apply in just a few clicks.
Find Total Rewards Analyst JobsTotal Rewards Analyst Job Market
Who's Hiring
Top Industries Hiring
- Technology & Software
- Manufacturing
- Food & Beverage
- Medical Devices
- Science & Research
What Employers Look For
The qualifications that appear most often in total rewards analyst jobs.
- Bachelor's degree in human resources, business, finance, or a related field
- Experience with compensation benchmarking and job evaluation methodologies
- Proficiency in Excel or Google Sheets for modeling and data analysis
- Familiarity with HRIS platforms and compensation management systems
- Knowledge of base pay structures, incentive plans, and benefits program design
- Certified Compensation Professional (CCP) credential preferred for mid-level roles
Tips for Your Total Rewards Analyst Job Search
Quantify compensation work on your resume
Total rewards analyst postings respond to numbers. Show the size of the workforce you supported, the value of benefit programs you modeled, or the percentage change in market pay ratios you delivered. Vague descriptions of comp work get screened out fast.
List every compensation tool you have used
Hiring managers scan for tools before they read anything else. Name every survey platform, HRIS, and analytics tool you have worked with. If you have used Radford, MarketPay, or Willis Towers Watson surveys, say so explicitly.
Apply early to roles that fit
Migrate Mate lists total rewards analyst openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Target postings that match your survey experience
Total rewards teams hire for specific survey participation cycles. If you have participated in Mercer, Radford, or Culpepper benchmarking, filter for postings that mention those surveys. Your hands-on experience with the data shortens the ramp time employers care about.
Prepare a pay equity or modeling case study
Interviewers for total rewards roles frequently ask you to walk through a job evaluation or salary structure design. Prepare one real example showing your methodology, data sources, and how you handled exceptions or outliers.
Negotiate by anchoring to market data sources
When discussing your own offer, reference the same external sources the team uses: published survey data or Bureau of Labor Statistics wage tables. Demonstrating that you benchmark compensation professionally signals exactly the analytical mindset the role demands.
Total Rewards Analyst Jobs: Frequently Asked Questions
Which companies are hiring the most total rewards analysts?
The most active employers for total rewards analysts right now are Fivetran, Mastercard, and XiFin, and the most openings are in Texas, California, and New York, based on current listings on Migrate Mate as of November 2026. Healthcare systems, large financial institutions, and technology companies consistently post the highest volume of these roles.
How many total rewards analyst jobs are remote?
About 86% of total rewards analyst openings are fully remote or hybrid as of November 2026, reflecting strong demand for distributed HR capabilities. Compensation modeling, survey benchmarking, and benefits analysis work is particularly well-suited to remote arrangements, while roles that involve close collaboration with payroll or HR business partners tend to require more in-office presence.
How do you become a total rewards analyst?
Start with a degree in human resources, finance, or business, then build hands-on experience in compensation or benefits through an HR coordinator or analyst role. Develop proficiency in Excel-based modeling and learn how to participate in and interpret compensation surveys. Earning a Certified Compensation Professional credential strengthens your candidacy for analyst-level and above positions.
Can you get hired as a total rewards analyst with little experience?
Yes, entry-level total rewards analyst roles exist, and employers often hire candidates from adjacent HR, finance, or payroll backgrounds. Demonstrating that you can build and interpret data models matters more than a specific title. Taking a compensation fundamentals course, volunteering to support a benefits open enrollment cycle, or completing a pay equity analysis project gives you concrete work to discuss in interviews.
What does the total rewards analyst interview process look like?
Most processes include a recruiter screen, a hiring manager conversation focused on your analytical background, and a technical exercise where you model a job evaluation, build a salary range, or analyze a benefit cost scenario in a spreadsheet. Final rounds typically involve a panel with HR business partners or a compensation leader who will probe your methodology and how you handle outlier cases or competing business priorities.
Where can I find and apply to total rewards analyst jobs?
You can find and apply to total rewards analyst jobs on Migrate Mate, which lists current openings from across the United States. Find roles that match your background and apply directly to each listing.
See All 117+ Total Rewards Analyst Jobs
Find roles that match your experience and apply in just a few clicks.
Find Total Rewards Analyst Jobs