Make a meaningful difference to patients around the world. Our talented people are central to the future of Edwards Lifesciences, which is why our Human Resources teams help design, guide, and deliver inspiring experiences for our people. With a fundamental understanding of how to build a supportive community and organizational capability, you’ll deliver solutions to attract and retain talent. Your work will enable our teams to thrive as they help patients live healthier and more productive lives.

This is an onsite role in Irvine, CA.

How you’ll make an impact:
• Evaluate jobs using knowledge of job design and the Global Career Framework to establish market pricing benchmarks, salary structure assignment, and incentive target recommendations, and perform incumbent analysis utilizing the Global Career Framework for job evaluation and leveling.
• Oversee the annual merit review for assigned region, including manager training, manager/HR guidance, allocation of adjustment budgets, cost/incumbent analysis, and so forth.
• Create solutions to problems in alignment with pay strategies to ensure market competitiveness of compensation programs (e.g., merit and adjustment salary budget proposals, salary structures, setting appropriate starting pay, incentive compensation targets). Provide advice and guidance to the business, senior management, and Human Resources to apply compensation expertise to solve complex challenges that meet business needs.
• Develop, get alignment on, and implement portions of compensation pay strategies (base and bonus) utilizing complex market competitive and cost impact analysis.
• Interpret company compensation policies and practices and local, state, and federal laws regulating salary practices, and provide analysis, advice, education and solutions to compensation issues to managers and HRBP
• Coordinate work of lower level employees, providing guidance, training and direction to execute smaller tactical compensation projects, with timely coaching and feedback, and ensuring work is accurate and meets desired objectives.
• Identify and evaluate compensation process improvement and/or course correction/course alignment opportunities.
• Other incidental duties

•Quarterly travel to our Cartago, Costa Rica office

What you'll need (Required):
• Bachelor's Degree in Business, Math or other related field with a minimum of 8 years of related compensation experience

What else we look for (Preferred):
• Spanish Speaking Preferred

• Certified Compensation Professional (CCP) strongly preferred

• Experience working with locations outside the U.S.

• Proven expertise in usage of Microsoft Office Suite, especially Excel and PowerPoint, and related compensation data management tools with working knowledge of HRIS
• Excellent written and verbal communication skills and interpersonal skills including consultative and relationship management skills with ability to drive achievement of objectives
• Good problem-solving, organizational, analytical and critical thinking skills
• Good negotiation and conflict resolution skills
• Ability to present manager training to large audiences, typically around 100 managers at a time, and effectively respond to questions and concerns raised during the training.
• Extensive knowledge and understanding of EW policies, procedures, and requirements as it relates to global compensation.
• Strong leadership skills and ability to influence change in complex situations, and interact with all organizational levels.
• Ability to assess risks, analyze complex situations and determine next course of action.
• Ability to manage internal and external confidential information with utmost discretion.
• Ability to exercise judgment in determining approach to meetings and how best to modify approach and direction to get alignment and buy-in before reaching a solution
• Strict attention to detail, accuracy, and demonstrated ability to perform statistical analysis, critical thinking, and utilize database management tools to provide analysis and solutions to problems.
• Ability to work in a fact paced environment and balance a dynamic workload with constantly changing priorities, deadlines, and project scopes.
• Ability to build productive internal/external working relationships and work well in a cooperative, collaborative team environment, including inter-departmental teams, assigned client group(s), senior leadership, and key contacts representing the organization on contracts or projects
• Ability to interact with senior internal and external personnel on significant matters often requiring coordination between organizations
• Adhere to all company rules and requirements (e.g., pandemic protocols, Environmental Health & Safety rules) and take adequate control measures in preventing injuries to themselves and others as well as to the protection of environment and prevention of pollution under their span of influence/control
 

Aligning our overall business objectives with performance, we offer competitive salaries, performance-based incentives, and a wide variety of benefits programs to address the diverse individual needs of our employees and their families.

For California (CA), the base pay range for this position is $121,000 to $171,000 (highly experienced).

The pay for the successful candidate will depend on various factors (e.g., qualifications, education, prior experience).  Applications will be accepted while this position is posted on our Careers website.  

Edwards is an Equal Opportunity/Affirmative Action employer including protected Veterans and individuals with disabilities.

COVID Vaccination Requirement

Edwards is committed to protecting our vulnerable patients and the healthcare providers who are treating them. As such, all patient-facing and in-hospital positions require COVID-19 vaccination. If hired into a covered role, as a condition of employment, you will be required to submit proof that you have been vaccinated for COVID-19, unless you request and are granted a medical or religious accommodation for exemption from the vaccination requirement. This vaccination requirement does not apply in locations where it is prohibited by law to impose vaccination.

We're seeking a Global Compensation Analyst to join our team in an interim-to-hire capacity. In this role, you'll analyze, design, and administer employer compensation programs, including base pay, short- and long-term incentives, spot bonuses, commissions, and stock programs that align with company objectives for recruiting, retention, and employee engagement.

Compensation: $40-65/hour, based on experience.

Duration: 3+ Months (Interim-to-Hire Opportunity)

• Design and communicate pay structures, salary grades, compensation budgets, and compensation guidelines.

• Partner with business leaders and managers to provide guidance on pay decisions that align with compensation policies, budgets, and employee engagement goals.

• Evaluate positions, develop and maintain job descriptions, and support the organization's job architecture.

• Participate in compensation surveys and conduct market research and analysis to evaluate competitiveness, pay equity, and compensation trends.

• Analyze compensation data and provide insights to support informed business and compensation decisions.

• Bachelor's degree in Human Resources, Business, Finance, or a related field.

• 2–4 years of experience in compensation, total rewards, HR, or a related discipline.

• Strong communication skills with the ability to effectively partner with and advise business leaders.

• Advanced proficiency in Microsoft Excel for data analysis and reporting.

• Experience participating in compensation surveys and analyzing market data.

• Knowledge of market pricing, job evaluation, and compensation program administration.

• Experience supporting incentive compensation programs, including short- and long-term incentives.

• Proficiency with compensation management software and HR systems.

• An inspirational place for you to do your best work, be engaged in meaningful ways, and continually develop the skills, competencies and qualities that set our team apart.  

• Compensation commensurate with your qualifications, experience, and other factors including geographic location, market and operational factors.  

• Total Rewards include: Medical, Dental, Vision, Life Insurance, Disability Insurance, 401(k) Savings Plan, Employee Stock Purchase Plan, Professional Development Program, Paid Time Off and Paid Sick Time (in geographies where legally required).

At RGP, we're creating a future where businesses produce their best work without constraints. We've built a global network of over 2,600 experts across four regions, providing a comprehensive suite of solutions across on-demand talent, next-generation consulting, and outsourced services to support organizations at every stage of their growth journey. Trusted by Fortune 100 companies and emerging disruptors alike, we challenge conventional ways of working, drive growth, and pave the way for long-term success through bold innovation and fearless collaboration.

Our values guide everything we do and strengthen our commitment to people. By combining smart processes, human-centered design, and advanced technology, we celebrate our team's excellence and ensure we grow together. We believe in the power of continuous learning and development to drive both individual and organizational success. It’s time to rethink how work gets done. Dare to Work Differently with RGP.

RGP is proud to be an Equal Opportunity Employer and committed to creating an inclusive environment for all employees. We do not discriminate on the basis of race, color, religion, national origin, gender, pregnancy, sexual orientation, gender identity, age, physical or mental disability, genetic information, veteran status, or any other legally protected trait and encourage all applicants to apply.  

Job Description

The Total Rewards Director is a strategic leader responsible for designing, implementing, and managing the organization’s Americas total rewards strategy, including compensation, benefits, and well-being programs. This role ensures our rewards offerings are competitive, equitable, and aligned with the company’s business objectives, culture, and values.

The ideal candidate will bring deep expertise in total rewards strategy, data-driven decision making, and compliance, with a strong focus on attracting, motivating, and retaining top talent.

Key Responsibilities

• Strategy & Leadership
  • Develop and execute a comprehensive total rewards strategy that aligns with organizational goals and supports talent attraction and retention.
  • Provide strategic counsel to senior leadership on compensation and benefits trends, challenges, and opportunities.
  • Partner with HR Business Partners and Talent Acquisition to ensure compensation practices support workforce and market competitiveness.
  • Develop and maintain strong relationships with external consultants and vendors to maximize service delivery and cost efficiencies.
  • Promote employee understanding and satisfaction with compensation and benefits offerings through effective communication strategies and education initiatives.
• Compensation
  • Lead job evaluation, market pricing, monitor total rewards trends, and regulatory changes to keep programs current and competitive.  
  • Leverage data and analytics to inform decision making and measure program effectiveness.
  • Ensure compensation and benefits practices comply with applicable labor laws, regulations, and internal policies.
• Benefits & Well-being
  • Direct the strategy and administration of employee benefits programs including health, retirement, wellness, and leave programs.
  • Evaluate and negotiate with benefits vendors to optimize value and cost-effectiveness.
  • Drive initiatives that enhance employee well-being and engagement.
• Team Leadership
  • Lead and develop a high-performing Total Rewards team.
  • Foster a culture of innovation, collaboration, and excellence.

Qualifications

• Education: Bachelor’s degree in Human Resources, Business Administration, Finance, or a related field preferred.
• Experience: 12+ years of progressive experience in compensation and benefits, including 5+ years in a leadership role.
• Proven track record developing and implementing total rewards strategies in complex, multi-location organizations.
• Deep knowledge of compensation and benefits regulations and best practices. Global experience would be a plus.
• Strong analytical and financial acumen.
• Excellent communication and interpersonal skills, with the ability to influence and engage stakeholders at all levels Ability to influence at all levels of the organization.

• Location: The candidate must be local and reside in San Jose, CA.

• Relocation: No relocation assistance is offered.

• Sponsorship: Applicants for this position must be currently authorized to work in the United States on a full-time basis. Renesas is unable to sponsor applicants for work visas for this position

Additional Information

The expected annual pay range for this position is $185K- $220K . This position is also eligible for  bonus opportunities.  Please note that final offer amount will be dependent on geographic location, applicable experience, and skillset of the candidate.

Renesas offers a full range of elective benefits including medical, health savings account (with applicable medical plan), dental, vision, health and/or dependent care flexible spending accounts, pre-tax commuter benefits, life insurance, AD&D, and pet insurance. In addition to elective benefit options, benefited employees receive company-paid life insurance and AD&D, LTD, short term medical benefits as well as paid sick time, paid holidays, and accrued paid vacation. New employees will attend a detailed benefit orientation to learn more about our many benefits and resources

Renesas is an embedded semiconductor solution provider driven by its Purpose ‘To Make Our Lives Easier.’ As the industry’s leading expert in embedded processing with unmatched quality and system-level know-how, we have evolved to provide scalable and comprehensive semiconductor solutions for automotive, industrial, infrastructure, and IoT industries based on the broadest product portfolio, including High Performance Computing, Embedded Processing, Analog & Connectivity, and Power.
 
With a diverse team of over 22,000 professionals in more than 30 countries, we continue to expand our boundaries to offer enhanced user experiences through digitalization and usher into a new era of innovation. We design and develop sustainable, power-efficient solutions today that help people and communities thrive tomorrow, ‘To Make Our Lives Easier.’     
 
At Renesas, you can: 

• Launch and advance your career in technical and business roles across four Product Groups and various corporate functions. You will have the opportunities to explore our hardware and software capabilities and try new things.  

• Make a real impact by developing innovative products and solutions to meet our global customers' evolving needs and help make people’s lives easier, safe and secure. 

• Maximize your performance and wellbeing in our flexible and inclusive work environment. Our people-first culture and global support system, including the remote work option and Employee Resource Groups, will help you excel from the first day.    

Are you ready to own your success and make your mark?  

Join Renesas. Shape Your Future with Us.  

Renesas Electronics is an equal opportunity and affirmative action employer, committed to celebrating diversity and fostering a work environment free of discrimination on the basis of sex, race, religion, national origin, gender, gender identity, gender expression, age, sexual orientation, military status, veteran status, or any other basis protected by federal, state or local law. For more information, please read our Diversity & Inclusion Statement.

Renesas Electronics deals with dual-use technology that is subject to U.S. export controls regulations. Under these regulations it may be necessary for Renesas to obtain U.S. government export license prior to release of technology to certain persons. The decision whether or not to file or pursue an export license application is at the sole discretion of Renesas.

Job Description

Compensation:

The salary range for this role reflects a variety of factors considered in compensation decisions, including but not limited to an individual’s skills, experience, qualifications, work location, work arrangement, licensure and certifications, and applicable laws. Placement within the range will vary based on these factors, and compensation decisions are made to ensure internal equity and alignment with market data.

A reasonable and good-faith estimate of the current salary range for individuals able to work a hybrid schedule in the office locally is:

You may also be eligible to take advantage of our benefits offering, 401K, and paid time off plans.

All offers and/or employment contracts are contingent upon the successful completion of the Firm’s pre-employment screening process. This process may include verifying the candidate’s identity, confirming legal authorization to work in the offered position’s location, and conducting a comprehensive background check, where permitted by local regulations. We use limited AI‑assisted tools for administrative screening purposes only - never for decision‑making. All hiring decisions are made by people. Applicants may have rights to information and explanations regarding the use of such tools, or request human review, as required by applicable regional laws.

Join us for an exciting career with the leading provider of supplemental benefits!

Our Promise

Through skill-building, leadership development and philanthropic opportunities, we provide opportunities to build communities and grow your career, surrounded by diverse colleagues with high ethical standards.

Functional Competencies:

People Operations Leadership

• HR service delivery
• Employee lifecycle management
• Process design and optimization
• Operational effectiveness
• Metrics and dashboard development
• Project and change management

Total Rewards

• Compensation philosophy and administration
• Salary structures and job architecture
• Market pricing and pay practices
• Incentive and bonus programs
• Benefits administration and vendor management
• Cost and utilization management

Compliance and Risk Management

• Employment laws and regulations
• Policy development and administration
• Audit preparedness
• Risk assessment and mitigation
• Leave and accommodation processes
• Regulatory reporting

HR Technology and Analytics

• HRIS governance
• Reporting and workforce analytics
• Data integrity and process controls
• Technology optimization
• Vendor management
• Continuous improvement

Financial and Business Acumen

• Budget management
• Workforce planning
• Cost-benefit analysis
• ROI evaluation
• Resource prioritization
• Strategic planning

Talent Development

• Coaching and development
• Succession planning
• Building organizational capability
• Cross-functional collaboration
• Team leadership

Core Competencies:

• Strategic Thinking

Anticipates future needs, aligns priorities with business objectives, and develops long-term solutions that support organizational growth.

• Business Acumen

Understands the relationship between people practices and business performance and makes decisions with both operational and financial impacts in mind.

• Leadership and Influence

Builds trust, develops talent, and influences stakeholders across all levels of the organization.

• Operational Excellence

Drives process improvement, simplification, accountability, and execution to deliver efficient and scalable outcomes.

• Change Leadership

Leads through ambiguity, embraces continuous improvement, and effectively manages organizational change.

• Collaboration

Develops strong partnerships and fosters teamwork across functions and with external partners.

• Problem Solving and Decision Making

Uses sound judgment, analytical thinking, and data to make effective decisions and resolve complex challenges.

• Customer Focus

Delivers responsive, high-quality service while balancing employee experience with business needs.

• Accountability

Takes ownership of outcomes, establishes clear expectations, and holds self and others responsible for results.

• Continuous Learning

Promotes innovation, develops internal capability, and encourages ongoing professional growth.

• Communication

Communicates clearly and effectively, tailoring messages appropriately to executives, leaders, employees, and external partners.

Behavioral Competencies:

• Collegiality: building strong relationships on company-wide, approachable, and helpful, ability to mentor and support team growth. 
• Initiative: readiness to lead or take action to achieve goals.
• Communicative: ability to relay issues, concepts, and ideas to others easily orally and in writing.
• Member-focused: going above and beyond to make our members feel seen, valued, and appreciated.
• Detail-oriented and thorough: managing and completing details of assignments without too much oversight.
• Flexible and responsive:  managing new demands, changes, and situations.
• Critical Thinking: effectively troubleshoot complex issues, problem solve and multi-task.
• Integrity & responsibility:  acting with a clear sense of ownership for actions, decisions and to keep information confidential when required.
• Collaborative: ability to represent your own interests while being fair to those representing other or competing ideas in search of a workable solution for all parties.

Minimum Qualifications:

• Bachelor’s degree in Human Resources, Business, or related field.
• 7+ years of progressive HR experience.
• 3+ years of leadership experience.
• As this role is a remote role, you are required to maintain internet service that allows you to complete your essential job duties without issue. Rates of 50 Mbps download and 10 Mbps upload while hardwired and not on a VPN are sufficient.

Preferred Qualifications:

• Experience in healthcare, insurance, or highly regulated industries.
• Experience with Workday or other enterprise HRIS platforms.
• Exposure to compensation and benefits programs.
• Experience supporting compliance initiatives.
• SHRM-SCP, SPHR, CEBS, or similar certifications.
• Lean, Six Sigma, or process improvement experience.

At Avēsis, we strive to design equitable, and competitive compensation programs. Base pay within the range is ultimately determined by a candidate's skills, expertise, or experience. In the United States, we have three geographic pay zones. For this role, our current pay ranges for new hires in each zone are:

This role may also be eligible for benefits, bonuses, and commission.

Please visit Avesis Pay Zones for more information on which locations are included in each of our geographic pay zones. However, please confirm the zone for your specific location with your recruiter.

We Offer

• Meaningful and challenging work opportunities to accelerate innovation in a secure and compliant way.
• Competitive compensation package.
• Excellent medical, dental, supplemental health, life and vision coverage for you and your dependents with no wait period.
• Life and disability insurance.
• A great 401(k) with company match.
• Tuition assistance, paid parental leave and backup family care.
• Dynamic, modern work environments that promote collaboration and creativity to develop and empower talent.
• Flexible time off, dress code, and work location policies to balance your work and life in the ways that suit you best.
• Employee Resource Groups that advocate for inclusion and diversity in all that we do.
• Social responsibility in all aspects of our work. We volunteer within our local communities, create educational alliances with colleges, drive a variety of initiatives in sustainability.

How To Stay Safe

Avēsis is aware of fraudulent activity by individuals falsely representing themselves as Avēsis recruiters. In some instances, these individuals may even contact applicants with a job offer letter, ask applicants to make purchases (i.e., a laptop or gift cards) from a designated vendor, have applicants fill out W-2 forms, or ask that applicants ship or send packages of goods to the company.

Avēsis would never make such requests to applicants at any time throughout our job application process. We also would never ask applicants for personal information, such as passport numbers, bank account numbers, or social security numbers, during our process. Our recruitment process takes place by phone and via trusted business communication platform (i.e., Zoom, Webex, Microsoft Teams, etc.). Any emails from Avēsis recruiters will come from a verified email address ending in @ Avēsiscom.

We urge all applicants to exercise caution. If something feels off about your interactions, we encourage you to suspend or cease communications. If you are unsure of the legitimacy of a communication you have received, please reach out to ITsupport@Avesis.com.

To learn more about protecting yourself from fraudulent activity, please refer to this article link (https://consumer.ftc.gov/articles/how-avoid-scam). If you believe you were a victim of fraudulent activity, please contact your local authorities or file a complaint (Link: https://reportfraud.ftc.gov/#/) with the Federal Trade Commission. Avēsis is not responsible for any claims, losses, damages, or expenses resulting from unaffiliated individuals of the company or their fraudulent activity.

Equal Employment Opportunity

At Avēsis, We See You.  We celebrate differences and are building a culture of inclusivity and diversity. We are proud to be an Equal Employment Opportunity employer that considers all qualified applicants and does not discriminate against any person based on ancestry, age, citizenship, color, creed, disability, familial status, gender, gender expression, gender identity, marital status, military or veteran status, national origin, race, religion, sexual orientation, or any other characteristic.  At Avēsis, we believe that, to operate at the peak of excellence, our workforce needs to represent a rich mixture of diverse people, all focused on providing a world-class experience for our clients.  We focus on recruiting, training and retaining those individuals that share similar goals.  Come Dare to be Different at Avēsis, where We See You!

ABOUT THIS OPPORTUNITY

onX is seeking a Senior Total Rewards Manager to help shape how we reward, support, and invest in our employees as the company continues to scale. This role sits at the intersection of compensation, benefits, wellness, recognition, job architecture, and employee experience. 

We're looking for someone who can assess what is working, challenge what is no longer serving us, and build practical, scalable solutions that balance employee experience, business needs, and market competitiveness. You'll help modernize how we approach Total Rewards by leveraging data, market insights, operational rigor, and emerging technologies (including AI) to create programs that are equitable, understandable, and effective.

Success in this role requires both strategic thinking and hands-on execution. You'll help shape the future direction of Total Rewards at onX while personally driving key initiatives, improving processes, and building the operational foundation that allows programs to scale effectively. This role reports to the Senior Director of People Operations.

WHAT YOU'LL DO
^{Essential Job Duties & Functions}

Evolve onX's Total Rewards Strategy

• Assess and evolve onX's total rewards portfolio—including compensation, benefits, wellness, recognition, and employee support programs—to ensure our overall investment in employees remains competitive, equitable, and aligned with the needs of a growing workforce.
• Partner with People & Culture leadership to translate total rewards philosophy into scalable programs, practical decision-making frameworks, and employee experiences that are easy to understand and navigate.
• Use data, market insights, employee feedback, and AI-enabled analysis to identify opportunities, surface risks, and inform recommendations that strengthen attraction, retention, and employee experience.
• Develop clear communications, resources, and decision-making tools that help employees, managers, and leaders understand and navigate Total Rewards programs.

Lead Compensation Programs & Job Architecture

• Own compensation benchmarking, job architecture, leveling, pay bands, compensation review cycles, and market positioning, ensuring consistent and equitable compensation practices across the organization.
• Serve as a trusted advisor on compensation and job architecture decisions, partnering with Finance, Recruiting, Hiring Managers, and People Business Partners on offers, leveling, market positioning, retention, workforce planning, and role design.

Shape Benefits, Wellness & Employee Support

• Lead the evaluation and evolution of onX's benefits and wellness programs, managing vendor relationships, leveraging market insights, and building business cases that balance employee needs, market competitiveness, and cost effectiveness.
• Provide guidance on complex employee support matters, including leave administration, benefits escalations, and sensitive situations requiring strong judgment, empathy, and compliance expertise.

Build Scalable Operations & Capability

• Operate as a player-coach, balancing strategic program design with hands-on execution. Partner closely with a People Operations Specialist who supports benefits administration and employee support while you retain ownership for the strategy, evolution, and delivery of Total Rewards programs.
• Build and improve the systems, processes, documentation, and operational infrastructure that enable Total Rewards programs to scale effectively.
• Identify opportunities to reduce manual work, improve decision quality, and scale the Total Rewards function through automation, AI-enabled workflows, better systems, and thoughtful process design.

WHAT YOU’LL BRING

• 8+ years of progressive HR experience, including 5+ years focused on Total Rewards, Compensation, Benefits, or closely related disciplines.
• Demonstrated experience designing, evolving, and operating Total Rewards programs, with strong, well-rounded expertise across both compensation and benefits, including compensation benchmarking (e.g., Radford, Mercer), job architecture, leveling, pay practices, and market analysis.
• Experience scaling and evolving Total Rewards programs within growing organizations, with an understanding of how employee needs, processes, and systems change as companies mature. 
• Experience partnering with leaders, recruiters, and hiring managers on compensation decisions, including offers, leveling, market positioning, retention strategies, and workforce planning.
• Proven ability to influence decisions and build credibility with senior leaders by combining analytical rigor, sound judgment, and strong business acumen, while also navigating sensitive employee situations with empathy and sound judgment.
• Success operating in a player-coach environment, balancing strategic program design with hands-on execution and continuous improvement.
• Strong systems thinking with the ability to identify opportunities for automation, process improvement, and AI-enabled ways of working that improve scale, efficiency, and decision quality.
• Strong communication skills with the ability to translate complex Total Rewards concepts into clear, actionable guidance for employees, managers, and executives.
• Experience working with HRIS platforms and Total Rewards technologies.
• A shared passion for and ability to demonstrate onX's Company Values.
• Bachelor's degree or equivalent experience required.
• Permanent U.S. work authorization is a condition of employment.
• Ability to travel quarterly for multiple days to a corporate office or other onX strategic location, such as a Basecamp

ADDED BONUSES

Though not required, we would be thrilled to consider candidates with any of the following:

• Background working within technology companies or supporting technical workforces.
• Familiarity with Workday HRIS.
• Experience evaluating, selecting, or managing benefits vendors and brokers, including negotiating contracts and optimizing plan design.
• Experience supporting distributed, remote-first, or multi-state workforces, including navigating varying regulatory requirements and employee needs.
• Exposure to organizations that have undergone significant growth or transformation, where Total Rewards programs needed to evolve alongside changing business needs.
• Proven partnership with Finance or executive leadership on complex compensation decisions, tradeoffs, and long-term planning.
• Involvement in M&A, integration, or organizational restructuring efforts from a Total Rewards perspective.

THE ONX EXPERIENCE

onX is a distributed company with more than 400 employees across the country. We come together regularly to work in person and stay connected through regional basecamps and a culture that balances individual ownership with deep collaboration.

While we move quickly, we’re not a scrappy start-up. We operate with clear goals, structure, and frameworks that guide how we prioritize and execute. Priorities matter. While they may shift, data shapes how we evolve as our business, products, and the world around us change.

Clear priorities and structure don’t limit ownership - they make it possible. You’ll have the autonomy to define your work and make meaningful decisions within clear strategic boundaries. You’ll partner closely with others to solve complex problems and build solutions that scale across teams and platforms. Along the way, you’ll be supported with feedback, tools, and opportunities to grow your craft as you take on new challenges.

WHERE YOU CAN WORK

onX has created a thriving distributed workforce designed to foster connection, collaboration, and shared experience across several US locations. We have two HQ locations in Bozeman and Missoula, MT and established virtual workforce Basecamps in Austin, TX; Denver, CO; Kalispell, MT; Minneapolis, MN; Portland, OR; Salt Lake City, UT; and Seattle, WA.

HOW YOU’LL BE COMPENSATED

 onX is committed to compensating all employees fairly and equitably for their contributions. For this position, applicants can expect to make between  $115,000 to $142,000 upon hire. The pay range will vary based upon experience, skills, certifications, education among other factors as required in the job description. In addition, full-time onX employees are eligible for a grant of common share options with a vesting schedule and an annual bonus of 10% based on company performance.

WHAT WE’RE OFFERING YOU

• Competitive salaries, annual bonuses, equity, and opportunities for growth
• Comprehensive health benefits, including a no-monthly-cost medical plan
• Paid parental leave of 13 weeks for birthing parents and 5 weeks for non-birthing parents
• 401k matching at 100% for the first 3% you save and 50% from 3-5%
• Company-wide outdoor adventures and amazing outdoor industry perks
• Annual “Get Out, Get Active” funds to fuel your active lifestyle
• Flexible time away package that includes PTO, STO, VTO, and paid holidays

PERFORMANCE ESSENTIALS

In this role, success is driven by cognitive abilities such as concentration and problem-solving, essential for our computer-centric tasks. onX will explore reasonable accommodations to ensure that individuals with diverse abilities can fully engage in and contribute to the essential physical and mental functions of the job. If you need assistance or accommodation, please contact us at PC@onxmaps.com. 

Position open until filled. 

#LI-Remote

Replit is the agentic software creation platform that enables anyone to build applications using natural language. With millions of users worldwide, Replit is democratizing software development by removing traditional barriers to application creation.

Role Summary

Replit is the world's most widely used AI coding platform, and as we scale, we're rebuilding how compensation works internally from the ground up. This role owns that. You'll go beyond traditional comp management to architect the systems, data infrastructure, and AI-enabled workflows that make fast, consistent, and high-quality compensation decisions possible at scale. It's a rare opportunity to bring a product and engineering mindset to a people function that most companies still run on spreadsheets.

You will serve as the architect of our compensation engine: translating compensation philosophy into scalable systems, and leveraging data, automation, and AI to improve speed, accuracy, and transparency. This role sits at the intersection of compensation, product, and systems design.

You will partner closely with People Business Partners, Recruiting, Finance, People Operations, and the Data team to embed compensation directly into company workflows—eliminating manual processes and reducing reliance on comp as a service layer.

You will shape how we attract, reward, and retain top talent, while building infrastructure that scales with the business.

What you'll own

Compensation Strategy

• Evolve our compensation philosophy across cash and equity; design and maintain salary bands, leveling frameworks, and equity structures

• Ensure market competitiveness while partnering with Finance on cost and workforce planning

Systems & Data Architecture

• Partner with Data Science to define compensation data schemas, pipeline requirements, and unified data models that allow AI agents and internal tools to query compensation data seamlessly

• Own the compensation tech stack : build vs. buy decisions, HRIS/ATS/equity platform integrations, and security/permissioning standards

AI-Native Workflows

• Design and implement AI-enabled workflows for offers, merit, promotions, and market adjustments

• Build human-in-the-loop validation frameworks to audit AI-generated recommendations for bias, accuracy, and logic

Decision Support & Analytics

• Operate compensation planning cycles and generate first-pass recommendations for comp decisions

• Build dashboards and analytical frameworks covering market competitiveness, internal equity, retention risk, and workforce cost

What we're looking for

• 8+ years in compensation, total rewards, or related analytical roles — ideally at a high-growth tech company

• Deep expertise in salary bands, equity design, and market benchmarking (broad-based, sales, and executive)

• Strong systems thinker who can translate policy into scalable workflows and decision logic

• Product mindset — you think in terms of users, workflows, and iteration

• Comfortable partnering with Data/Engineering teams on data architecture and internal tooling

• High ownership; willing to operate hands-on

Nice to have: Experience at an AI-native company · Prior internal tools or engineering-adjacent work

Tools: Pave, Radford, Rippling, Lattice, Ashby, Carta, Google Sheets, internal AI/automation tooling

This role may not be a fit if

• You prefer operating within established compensation programs rather than building systems from scratch

• You think of compensation primarily as a cyclical process rather than a continuous system

• You rely heavily on manual analysis and spreadsheets without seeking automation

• You are uncomfortable making high-stakes decisions in ambiguous situations

• You prefer highly structured, process-heavy environments over speed and iteration

• You are hesitant to adopt AI and new technologies to transform how work gets done

• You prefer managing large teams rather than operating as a high-impact builder

This is a full-time role that can be held from our Foster City, CA office. The role has an in-office requirement of Monday, Wednesday, and Friday.

Full-Time Employee Benefits Include:

Competitive Salary & Equity

401(k) Program with a 4% match (US Only)

Health, Dental, Vision and Life Insurance

Short Term and Long Term Disability

Paid Parental, Medical, Caregiver Leave

Flexible Time Off (FTO) + Holidays

Commuter Benefits (In-Office Only)

Monthly Wellness Stipend

Autonomous Work Environment

In Office Set-Up Reimbursement (In-Office Only)

Quarterly Team Gatherings

In Office Amenities (In-Office Only)

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To achieve our mission of making programming more accessible around the world, we need our team to be representative of the world. We welcome your unique perspective and experiences in shaping this product. We encourage people from all kinds of backgrounds to apply, including and especially candidates from underrepresented and non-traditional backgrounds.

Compensation

• Base Salary: $171K - $250K per year
• EquityPercentage offered

ABOUT THIS OPPORTUNITY

onX is seeking a Senior Total Rewards Manager to help shape how we reward, support, and invest in our employees as the company continues to scale. This role sits at the intersection of compensation, benefits, wellness, recognition, job architecture, and employee experience. 

We're looking for someone who can assess what is working, challenge what is no longer serving us, and build practical, scalable solutions that balance employee experience, business needs, and market competitiveness. You'll help modernize how we approach Total Rewards by leveraging data, market insights, operational rigor, and emerging technologies (including AI) to create programs that are equitable, understandable, and effective.

Success in this role requires both strategic thinking and hands-on execution. You'll help shape the future direction of Total Rewards at onX while personally driving key initiatives, improving processes, and building the operational foundation that allows programs to scale effectively. This role reports to the Senior Director of People Operations.

WHAT YOU'LL DO
^{Essential Job Duties & Functions}

Evolve onX's Total Rewards Strategy

• Assess and evolve onX's total rewards portfolio—including compensation, benefits, wellness, recognition, and employee support programs—to ensure our overall investment in employees remains competitive, equitable, and aligned with the needs of a growing workforce.
• Partner with People & Culture leadership to translate total rewards philosophy into scalable programs, practical decision-making frameworks, and employee experiences that are easy to understand and navigate.
• Use data, market insights, employee feedback, and AI-enabled analysis to identify opportunities, surface risks, and inform recommendations that strengthen attraction, retention, and employee experience.
• Develop clear communications, resources, and decision-making tools that help employees, managers, and leaders understand and navigate Total Rewards programs.

Lead Compensation Programs & Job Architecture

• Own compensation benchmarking, job architecture, leveling, pay bands, compensation review cycles, and market positioning, ensuring consistent and equitable compensation practices across the organization.
• Serve as a trusted advisor on compensation and job architecture decisions, partnering with Finance, Recruiting, Hiring Managers, and People Business Partners on offers, leveling, market positioning, retention, workforce planning, and role design.

Shape Benefits, Wellness & Employee Support

• Lead the evaluation and evolution of onX's benefits and wellness programs, managing vendor relationships, leveraging market insights, and building business cases that balance employee needs, market competitiveness, and cost effectiveness.
• Provide guidance on complex employee support matters, including leave administration, benefits escalations, and sensitive situations requiring strong judgment, empathy, and compliance expertise.

Build Scalable Operations & Capability

• Operate as a player-coach, balancing strategic program design with hands-on execution. Partner closely with a People Operations Specialist who supports benefits administration and employee support while you retain ownership for the strategy, evolution, and delivery of Total Rewards programs.
• Build and improve the systems, processes, documentation, and operational infrastructure that enable Total Rewards programs to scale effectively.
• Identify opportunities to reduce manual work, improve decision quality, and scale the Total Rewards function through automation, AI-enabled workflows, better systems, and thoughtful process design.

WHAT YOU’LL BRING

• 8+ years of progressive HR experience, including 5+ years focused on Total Rewards, Compensation, Benefits, or closely related disciplines.
• Demonstrated experience designing, evolving, and operating Total Rewards programs, with strong, well-rounded expertise across both compensation and benefits, including compensation benchmarking (e.g., Radford, Mercer), job architecture, leveling, pay practices, and market analysis.
• Experience scaling and evolving Total Rewards programs within growing organizations, with an understanding of how employee needs, processes, and systems change as companies mature. 
• Experience partnering with leaders, recruiters, and hiring managers on compensation decisions, including offers, leveling, market positioning, retention strategies, and workforce planning.
• Proven ability to influence decisions and build credibility with senior leaders by combining analytical rigor, sound judgment, and strong business acumen, while also navigating sensitive employee situations with empathy and sound judgment.
• Success operating in a player-coach environment, balancing strategic program design with hands-on execution and continuous improvement.
• Strong systems thinking with the ability to identify opportunities for automation, process improvement, and AI-enabled ways of working that improve scale, efficiency, and decision quality.
• Strong communication skills with the ability to translate complex Total Rewards concepts into clear, actionable guidance for employees, managers, and executives.
• Experience working with HRIS platforms and Total Rewards technologies.
• A shared passion for and ability to demonstrate onX's Company Values.
• Bachelor's degree or equivalent experience required.
• Permanent U.S. work authorization is a condition of employment.
• Ability to travel quarterly for multiple days to a corporate office or other onX strategic location, such as a Basecamp

ADDED BONUSES

Though not required, we would be thrilled to consider candidates with any of the following:

• Background working within technology companies or supporting technical workforces.
• Familiarity with Workday HRIS.
• Experience evaluating, selecting, or managing benefits vendors and brokers, including negotiating contracts and optimizing plan design.
• Experience supporting distributed, remote-first, or multi-state workforces, including navigating varying regulatory requirements and employee needs.
• Exposure to organizations that have undergone significant growth or transformation, where Total Rewards programs needed to evolve alongside changing business needs.
• Proven partnership with Finance or executive leadership on complex compensation decisions, tradeoffs, and long-term planning.
• Involvement in M&A, integration, or organizational restructuring efforts from a Total Rewards perspective.

THE ONX EXPERIENCE

onX is a distributed company with more than 400 employees across the country. We come together regularly to work in person and stay connected through regional basecamps and a culture that balances individual ownership with deep collaboration.

While we move quickly, we’re not a scrappy start-up. We operate with clear goals, structure, and frameworks that guide how we prioritize and execute. Priorities matter. While they may shift, data shapes how we evolve as our business, products, and the world around us change.

Clear priorities and structure don’t limit ownership - they make it possible. You’ll have the autonomy to define your work and make meaningful decisions within clear strategic boundaries. You’ll partner closely with others to solve complex problems and build solutions that scale across teams and platforms. Along the way, you’ll be supported with feedback, tools, and opportunities to grow your craft as you take on new challenges.

WHERE YOU CAN WORK

onX has created a thriving distributed workforce designed to foster connection, collaboration, and shared experience across several US locations. We have two HQ locations in Bozeman and Missoula, MT and established virtual workforce Basecamps in Austin, TX; Denver, CO; Kalispell, MT; Minneapolis, MN; Portland, OR; Salt Lake City, UT; and Seattle, WA.

HOW YOU’LL BE COMPENSATED

 onX is committed to compensating all employees fairly and equitably for their contributions. For this position, applicants can expect to make between  $115,000 to $142,000 upon hire. The pay range will vary based upon experience, skills, certifications, education among other factors as required in the job description. In addition, full-time onX employees are eligible for a grant of common share options with a vesting schedule and an annual bonus of 10% based on company performance.

WHAT WE’RE OFFERING YOU

• Competitive salaries, annual bonuses, equity, and opportunities for growth
• Comprehensive health benefits, including a no-monthly-cost medical plan
• Paid parental leave of 13 weeks for birthing parents and 5 weeks for non-birthing parents
• 401k matching at 100% for the first 3% you save and 50% from 3-5%
• Company-wide outdoor adventures and amazing outdoor industry perks
• Annual “Get Out, Get Active” funds to fuel your active lifestyle
• Flexible time away package that includes PTO, STO, VTO, and paid holidays

PERFORMANCE ESSENTIALS

In this role, success is driven by cognitive abilities such as concentration and problem-solving, essential for our computer-centric tasks. onX will explore reasonable accommodations to ensure that individuals with diverse abilities can fully engage in and contribute to the essential physical and mental functions of the job. If you need assistance or accommodation, please contact us at PC@onxmaps.com. 

Position open until filled. 

#LI-Remote

ABOUT THIS OPPORTUNITY

onX is seeking a Senior Total Rewards Manager to help shape how we reward, support, and invest in our employees as the company continues to scale. This role sits at the intersection of compensation, benefits, wellness, recognition, job architecture, and employee experience. 

We're looking for someone who can assess what is working, challenge what is no longer serving us, and build practical, scalable solutions that balance employee experience, business needs, and market competitiveness. You'll help modernize how we approach Total Rewards by leveraging data, market insights, operational rigor, and emerging technologies (including AI) to create programs that are equitable, understandable, and effective.

Success in this role requires both strategic thinking and hands-on execution. You'll help shape the future direction of Total Rewards at onX while personally driving key initiatives, improving processes, and building the operational foundation that allows programs to scale effectively. This role reports to the Senior Director of People Operations.

WHAT YOU'LL DO
^{Essential Job Duties & Functions}

Evolve onX's Total Rewards Strategy

• Assess and evolve onX's total rewards portfolio—including compensation, benefits, wellness, recognition, and employee support programs—to ensure our overall investment in employees remains competitive, equitable, and aligned with the needs of a growing workforce.
• Partner with People & Culture leadership to translate total rewards philosophy into scalable programs, practical decision-making frameworks, and employee experiences that are easy to understand and navigate.
• Use data, market insights, employee feedback, and AI-enabled analysis to identify opportunities, surface risks, and inform recommendations that strengthen attraction, retention, and employee experience.
• Develop clear communications, resources, and decision-making tools that help employees, managers, and leaders understand and navigate Total Rewards programs.

Lead Compensation Programs & Job Architecture

• Own compensation benchmarking, job architecture, leveling, pay bands, compensation review cycles, and market positioning, ensuring consistent and equitable compensation practices across the organization.
• Serve as a trusted advisor on compensation and job architecture decisions, partnering with Finance, Recruiting, Hiring Managers, and People Business Partners on offers, leveling, market positioning, retention, workforce planning, and role design.

Shape Benefits, Wellness & Employee Support

• Lead the evaluation and evolution of onX's benefits and wellness programs, managing vendor relationships, leveraging market insights, and building business cases that balance employee needs, market competitiveness, and cost effectiveness.
• Provide guidance on complex employee support matters, including leave administration, benefits escalations, and sensitive situations requiring strong judgment, empathy, and compliance expertise.

Build Scalable Operations & Capability

• Operate as a player-coach, balancing strategic program design with hands-on execution. Partner closely with a People Operations Specialist who supports benefits administration and employee support while you retain ownership for the strategy, evolution, and delivery of Total Rewards programs.
• Build and improve the systems, processes, documentation, and operational infrastructure that enable Total Rewards programs to scale effectively.
• Identify opportunities to reduce manual work, improve decision quality, and scale the Total Rewards function through automation, AI-enabled workflows, better systems, and thoughtful process design.

WHAT YOU’LL BRING

• 8+ years of progressive HR experience, including 5+ years focused on Total Rewards, Compensation, Benefits, or closely related disciplines.
• Demonstrated experience designing, evolving, and operating Total Rewards programs, with strong, well-rounded expertise across both compensation and benefits, including compensation benchmarking (e.g., Radford, Mercer), job architecture, leveling, pay practices, and market analysis.
• Experience scaling and evolving Total Rewards programs within growing organizations, with an understanding of how employee needs, processes, and systems change as companies mature. 
• Experience partnering with leaders, recruiters, and hiring managers on compensation decisions, including offers, leveling, market positioning, retention strategies, and workforce planning.
• Proven ability to influence decisions and build credibility with senior leaders by combining analytical rigor, sound judgment, and strong business acumen, while also navigating sensitive employee situations with empathy and sound judgment.
• Success operating in a player-coach environment, balancing strategic program design with hands-on execution and continuous improvement.
• Strong systems thinking with the ability to identify opportunities for automation, process improvement, and AI-enabled ways of working that improve scale, efficiency, and decision quality.
• Strong communication skills with the ability to translate complex Total Rewards concepts into clear, actionable guidance for employees, managers, and executives.
• Experience working with HRIS platforms and Total Rewards technologies.
• A shared passion for and ability to demonstrate onX's Company Values.
• Bachelor's degree or equivalent experience required.
• Permanent U.S. work authorization is a condition of employment.
• Ability to travel quarterly for multiple days to a corporate office or other onX strategic location, such as a Basecamp

ADDED BONUSES

Though not required, we would be thrilled to consider candidates with any of the following:

• Background working within technology companies or supporting technical workforces.
• Familiarity with Workday HRIS.
• Experience evaluating, selecting, or managing benefits vendors and brokers, including negotiating contracts and optimizing plan design.
• Experience supporting distributed, remote-first, or multi-state workforces, including navigating varying regulatory requirements and employee needs.
• Exposure to organizations that have undergone significant growth or transformation, where Total Rewards programs needed to evolve alongside changing business needs.
• Proven partnership with Finance or executive leadership on complex compensation decisions, tradeoffs, and long-term planning.
• Involvement in M&A, integration, or organizational restructuring efforts from a Total Rewards perspective.

THE ONX EXPERIENCE

onX is a distributed company with more than 400 employees across the country. We come together regularly to work in person and stay connected through regional basecamps and a culture that balances individual ownership with deep collaboration.

While we move quickly, we’re not a scrappy start-up. We operate with clear goals, structure, and frameworks that guide how we prioritize and execute. Priorities matter. While they may shift, data shapes how we evolve as our business, products, and the world around us change.

Clear priorities and structure don’t limit ownership - they make it possible. You’ll have the autonomy to define your work and make meaningful decisions within clear strategic boundaries. You’ll partner closely with others to solve complex problems and build solutions that scale across teams and platforms. Along the way, you’ll be supported with feedback, tools, and opportunities to grow your craft as you take on new challenges.

WHERE YOU CAN WORK

onX has created a thriving distributed workforce designed to foster connection, collaboration, and shared experience across several US locations. We have two HQ locations in Bozeman and Missoula, MT and established virtual workforce Basecamps in Austin, TX; Denver, CO; Kalispell, MT; Minneapolis, MN; Portland, OR; Salt Lake City, UT; and Seattle, WA.

HOW YOU’LL BE COMPENSATED

 onX is committed to compensating all employees fairly and equitably for their contributions. For this position, applicants can expect to make between  $115,000 to $142,000 upon hire. The pay range will vary based upon experience, skills, certifications, education among other factors as required in the job description. In addition, full-time onX employees are eligible for a grant of common share options with a vesting schedule and an annual bonus of 10% based on company performance.

WHAT WE’RE OFFERING YOU

• Competitive salaries, annual bonuses, equity, and opportunities for growth
• Comprehensive health benefits, including a no-monthly-cost medical plan
• Paid parental leave of 13 weeks for birthing parents and 5 weeks for non-birthing parents
• 401k matching at 100% for the first 3% you save and 50% from 3-5%
• Company-wide outdoor adventures and amazing outdoor industry perks
• Annual “Get Out, Get Active” funds to fuel your active lifestyle
• Flexible time away package that includes PTO, STO, VTO, and paid holidays

PERFORMANCE ESSENTIALS

In this role, success is driven by cognitive abilities such as concentration and problem-solving, essential for our computer-centric tasks. onX will explore reasonable accommodations to ensure that individuals with diverse abilities can fully engage in and contribute to the essential physical and mental functions of the job. If you need assistance or accommodation, please contact us at PC@onxmaps.com. 

Position open until filled. 

#LI-Remote

ABOUT THIS OPPORTUNITY

onX is seeking a Senior Total Rewards Manager to help shape how we reward, support, and invest in our employees as the company continues to scale. This role sits at the intersection of compensation, benefits, wellness, recognition, job architecture, and employee experience. 

We're looking for someone who can assess what is working, challenge what is no longer serving us, and build practical, scalable solutions that balance employee experience, business needs, and market competitiveness. You'll help modernize how we approach Total Rewards by leveraging data, market insights, operational rigor, and emerging technologies (including AI) to create programs that are equitable, understandable, and effective.

Success in this role requires both strategic thinking and hands-on execution. You'll help shape the future direction of Total Rewards at onX while personally driving key initiatives, improving processes, and building the operational foundation that allows programs to scale effectively. This role reports to the Senior Director of People Operations.

WHAT YOU'LL DO
^{Essential Job Duties & Functions}

Evolve onX's Total Rewards Strategy

• Assess and evolve onX's total rewards portfolio—including compensation, benefits, wellness, recognition, and employee support programs—to ensure our overall investment in employees remains competitive, equitable, and aligned with the needs of a growing workforce.
• Partner with People & Culture leadership to translate total rewards philosophy into scalable programs, practical decision-making frameworks, and employee experiences that are easy to understand and navigate.
• Use data, market insights, employee feedback, and AI-enabled analysis to identify opportunities, surface risks, and inform recommendations that strengthen attraction, retention, and employee experience.
• Develop clear communications, resources, and decision-making tools that help employees, managers, and leaders understand and navigate Total Rewards programs.

Lead Compensation Programs & Job Architecture

• Own compensation benchmarking, job architecture, leveling, pay bands, compensation review cycles, and market positioning, ensuring consistent and equitable compensation practices across the organization.
• Serve as a trusted advisor on compensation and job architecture decisions, partnering with Finance, Recruiting, Hiring Managers, and People Business Partners on offers, leveling, market positioning, retention, workforce planning, and role design.

Shape Benefits, Wellness & Employee Support

• Lead the evaluation and evolution of onX's benefits and wellness programs, managing vendor relationships, leveraging market insights, and building business cases that balance employee needs, market competitiveness, and cost effectiveness.
• Provide guidance on complex employee support matters, including leave administration, benefits escalations, and sensitive situations requiring strong judgment, empathy, and compliance expertise.

Build Scalable Operations & Capability

• Operate as a player-coach, balancing strategic program design with hands-on execution. Partner closely with a People Operations Specialist who supports benefits administration and employee support while you retain ownership for the strategy, evolution, and delivery of Total Rewards programs.
• Build and improve the systems, processes, documentation, and operational infrastructure that enable Total Rewards programs to scale effectively.
• Identify opportunities to reduce manual work, improve decision quality, and scale the Total Rewards function through automation, AI-enabled workflows, better systems, and thoughtful process design.

WHAT YOU’LL BRING

• 8+ years of progressive HR experience, including 5+ years focused on Total Rewards, Compensation, Benefits, or closely related disciplines.
• Demonstrated experience designing, evolving, and operating Total Rewards programs, with strong, well-rounded expertise across both compensation and benefits, including compensation benchmarking (e.g., Radford, Mercer), job architecture, leveling, pay practices, and market analysis.
• Experience scaling and evolving Total Rewards programs within growing organizations, with an understanding of how employee needs, processes, and systems change as companies mature. 
• Experience partnering with leaders, recruiters, and hiring managers on compensation decisions, including offers, leveling, market positioning, retention strategies, and workforce planning.
• Proven ability to influence decisions and build credibility with senior leaders by combining analytical rigor, sound judgment, and strong business acumen, while also navigating sensitive employee situations with empathy and sound judgment.
• Success operating in a player-coach environment, balancing strategic program design with hands-on execution and continuous improvement.
• Strong systems thinking with the ability to identify opportunities for automation, process improvement, and AI-enabled ways of working that improve scale, efficiency, and decision quality.
• Strong communication skills with the ability to translate complex Total Rewards concepts into clear, actionable guidance for employees, managers, and executives.
• Experience working with HRIS platforms and Total Rewards technologies.
• A shared passion for and ability to demonstrate onX's Company Values.
• Bachelor's degree or equivalent experience required.
• Permanent U.S. work authorization is a condition of employment.
• Ability to travel quarterly for multiple days to a corporate office or other onX strategic location, such as a Basecamp

ADDED BONUSES

Though not required, we would be thrilled to consider candidates with any of the following:

• Background working within technology companies or supporting technical workforces.
• Familiarity with Workday HRIS.
• Experience evaluating, selecting, or managing benefits vendors and brokers, including negotiating contracts and optimizing plan design.
• Experience supporting distributed, remote-first, or multi-state workforces, including navigating varying regulatory requirements and employee needs.
• Exposure to organizations that have undergone significant growth or transformation, where Total Rewards programs needed to evolve alongside changing business needs.
• Proven partnership with Finance or executive leadership on complex compensation decisions, tradeoffs, and long-term planning.
• Involvement in M&A, integration, or organizational restructuring efforts from a Total Rewards perspective.

THE ONX EXPERIENCE

onX is a distributed company with more than 400 employees across the country. We come together regularly to work in person and stay connected through regional basecamps and a culture that balances individual ownership with deep collaboration.

While we move quickly, we’re not a scrappy start-up. We operate with clear goals, structure, and frameworks that guide how we prioritize and execute. Priorities matter. While they may shift, data shapes how we evolve as our business, products, and the world around us change.

Clear priorities and structure don’t limit ownership - they make it possible. You’ll have the autonomy to define your work and make meaningful decisions within clear strategic boundaries. You’ll partner closely with others to solve complex problems and build solutions that scale across teams and platforms. Along the way, you’ll be supported with feedback, tools, and opportunities to grow your craft as you take on new challenges.

WHERE YOU CAN WORK

onX has created a thriving distributed workforce designed to foster connection, collaboration, and shared experience across several US locations. We have two HQ locations in Bozeman and Missoula, MT and established virtual workforce Basecamps in Austin, TX; Denver, CO; Kalispell, MT; Minneapolis, MN; Portland, OR; Salt Lake City, UT; and Seattle, WA.

HOW YOU’LL BE COMPENSATED

 onX is committed to compensating all employees fairly and equitably for their contributions. For this position, applicants can expect to make between  $115,000 to $142,000 upon hire. The pay range will vary based upon experience, skills, certifications, education among other factors as required in the job description. In addition, full-time onX employees are eligible for a grant of common share options with a vesting schedule and an annual bonus of 10% based on company performance.

WHAT WE’RE OFFERING YOU

• Competitive salaries, annual bonuses, equity, and opportunities for growth
• Comprehensive health benefits, including a no-monthly-cost medical plan
• Paid parental leave of 13 weeks for birthing parents and 5 weeks for non-birthing parents
• 401k matching at 100% for the first 3% you save and 50% from 3-5%
• Company-wide outdoor adventures and amazing outdoor industry perks
• Annual “Get Out, Get Active” funds to fuel your active lifestyle
• Flexible time away package that includes PTO, STO, VTO, and paid holidays

PERFORMANCE ESSENTIALS

In this role, success is driven by cognitive abilities such as concentration and problem-solving, essential for our computer-centric tasks. onX will explore reasonable accommodations to ensure that individuals with diverse abilities can fully engage in and contribute to the essential physical and mental functions of the job. If you need assistance or accommodation, please contact us at PC@onxmaps.com. 

Position open until filled. 

#LI-Remote