Total Rewards Manager, Ashby

• You bring several years of progressive Total Rewards experience, including meaningful ownership of compensation, benefits, and equity programs in high-growth organizations
• You have deep compensation expertise and have built compensation programs and infrastructure from the ground up
• You understand how to operate in an environment where some principles are centralized and other elements are tailored by function
• You’re comfortable navigating ambiguity and using data, judgment, and business context to make recommendations
• You’ve built and scaled compensation frameworks and benefits programs for globally distributed organizations, ideally through periods of significant growth
• You know how to support leaders with different needs and viewpoints while maintaining trust, consistency, and strong decision quality
• You’re highly effective in both strategy and execution and are comfortable being the primary owner of the work day to day
• You’re an exceptional communicator who can explain complex Total Rewards topics clearly to a wide range of audiences
• You are detail-oriented, operationally strong, and always looking for ways to improve systems, processes, and program quality
• You’ve previously led or managed others, or you’re excited to help build and eventually scale a future Total Rewards team
• An HR certification such as PHR, SPHR, SHRM-CP, SHRM-SCP, CCP, or CEBS

Desirable

• We’re looking for an experienced Total Rewards Leader to build and own Ashby’s total rewards function through our next phase of growth
• This is both a strategic and hands-on role responsible for how we approach compensation, equity, and benefits globally
• You’ll serve as the functional owner for Total Rewards responsible for setting the philosophy, building the infrastructure, and driving execution while bringing the judgment and leadership needed to help us scale the function over time
• Ashby’s Total Rewards philosophy is thoughtful, principled, and intentionally not one-size-fits-all
• Compensation approaches may vary by functional area in order to best fit each part of the organization
• Total Rewards provides the structure, documentation, guidance, and governance needed to ensure those approaches remain equitable, competitive, and scalable
• Across the company, our shared intent is to be competitive in the market and adapt quickly as markets evolve
• In this role, you’ll partner closely with People Ops, Finance, Talent Acquisition, Legal, and functional leaders to design programs that support how Ashby attracts, retains, and rewards exceptional talent
• You’ll help us build a more scalable approach to compensation and total rewards while preserving the flexibility that allows different parts of the business to operate effectively
• We’re looking for someone who has built and scaled Total Rewards programs in high-growth VC backed SaaS companies and who is equally energized by philosophy, systems, and execution
• You should be comfortable defining direction while also rolling up your sleeves to run analyses, refine tools and processes, support leaders through nuanced decisions, and build the operating foundation for the future
• This role will start as an individual contributor and is expected to evolve into people management as the function scales
• Building Ashby’s compensation infrastructure:
• You’ll work closely with founders, executives, and functional leaders to build and evolve Ashby’s compensation foundations globally. This includes compensation bands, leveling alignment, market positioning, review cadences, benchmarking methodology, guidance for offers, promotions, refreshers, and market adjustments, and clearer compensation structure where it is still needed
• You’ll help ensure our approach can support a mix of more mature compensation structures and areas where it is still evolving. You’ll bring structure to ambiguity and create frameworks that are principled, practical, and scalable. You will support leaders in assessing tradeoffs, documenting non-standardized components, and put the right level of governance in place
• Monitoring the market and helping Ashby adapt quickly:
• You’ll leverage market data, internal data, and external trends to inform compensation decisions across the business. You’ll help Ashby maintain its target market position and ensure we are responding thoughtfully and consistently when market conditions change
• This includes identifying where certain teams may be moving faster than others, spotting gaps in coverage, and building mechanisms to ensure we are catching market movement across the company, not just in the functions with the loudest signals
• Owning Total Rewards strategy end-to-end:
• You’ll own Ashby’s Total Rewards strategy across compensation, equity, benefits, and perks. In partnership with founders and company leaders, you’ll define the philosophy, principles, and long-term direction for how we reward employees globally
• You’ll continuously evaluate our programs, identify opportunities to improve them, and make recommendations that balance market competitiveness, internal equity, business needs, and long-term sustainability
• Leading benefits strategy and administration:
• You’ll lead the strategy, selection, evaluation, and ongoing management of Ashby’s benefits programs globally. This includes broker and vendor management, renewals, plan design review, competitiveness assessment, and the systems and processes that support a strong employee experience
• Leading equity program infrastructure:
• You’ll help operationalize Ashby’s equity programs in close partnership with Finance and company leadership. You’ll bring greater structure, consistency, and scalability to equity practices, support program administration, and help employees better understand how equity fits within our broader Total Rewards philosophy
• Building scalable systems and operations:
• You’ll continuously improve the systems, workflows, documentation, and operational processes that support Total Rewards. You’ll work with tools such as CandorIQ, Pave, and OpenComp to help Ashby get roles to market quickly, make pay decisions efficiently, and adjust programs as the business and market evolve
• You’ll look for opportunities to use automation, AI, and strong operational design to improve efficiency, increase accuracy, and create a better experience for employees, managers, and the People team
• Acting as a trusted cross-functional partner:
• You’ll serve as the subject matter expert for Total Rewards across the organization. You’ll partner with Finance on budgeting and workforce planning, Talent Acquisition on hiring strategy and offer guidance, and People Business Partners and functional leaders on promotions, organizational changes, and complex compensation decisions
• You’ll help leaders navigate rewards decisions with sound judgment, fairness, and clarity
• Preparing the function to scale:
• While this role begins as a hands-on functional owner, you’ll build with future scale in mind. You’ll establish the documentation, operating rhythms, standards, and decision-making frameworks needed for the function to grow over time, and you’ll help identify future organizational needs as Ashby continues to scale
• This role may not be a fit if:
• You want to bring your own total rewards play book and implement it at Ashby rather than reimagining how to evolve what has already been started
• You prefer operating within highly standardized Total Rewards programs rather than building and evolving them in a more flexible environment
• You are less interested in the hands-on work required to run a Total Rewards function
• You’re uncomfortable making decisions in ambiguity or helping leaders navigate nuanced compensation questions without overly relying on rigid rules
• Your experience is concentrated in only one area of Total Rewards, with limited exposure to compensation, equity, and benefits more broadly
• You’re not energized by partnering across functions, balancing competing perspectives, and shaping practical solutions
• Most of your experience has been in highly mature organizations with established programs, processes, and teams, and you haven’t had to build infrastructure during periods of growth and change

• Deadline: August 24, 2026
• We review all applications, and there isn’t a benefit to applying quickly. Take your time, look at the application questions and please submit before the application deadline! We aren’t able to take calls outside of the interview process, so reaching out to the team won’t push your application forward
• Our interview process is thorough — we aim to ensure each person joining the team is the right fit for Ashby and will provide ample information to assess if Ashby is the right fit for you. The process for this role is as follows:
• Recruiter Screen with Talent Acquisition Team - 30 minutes
• Hiring Manager Interview - 45 minutes
• Take Home Assignment
• Followed by 1 hour live session to discuss
• Virtual Onsite - 2.5-3 hours
• Final Round with CEO - 30 minutes