People Insights & Total Rewards Manager, Omnidian

• 5–9+ years in people analytics, total rewards, or a related HR discipline
• Exposure to equity administration and cap table modeling, with a clear perspective on how comp and equity structures should be designed
• Experience with compensation benchmarking tools and methodology (Pave, Radford, Mercer, or comparable)
• Comfort working across HR systems (an HRIS, an engagement/performance platform, an ATS) as a power user, without needing formal administrator ownership
• Advanced Excel or Google Sheets skills
• You use AI tools daily and know when to trust them and when to double-check them
• You’ve worked inside an HR or People function — comp, total rewards, or people analytics — and you’re fluent in how comp bands, equity, and workforce data actually work, not just how to query them
• You don’t need to have designed a total rewards program, but you’ve seen one built well and have opinions on how compensation and equity structures should come together
• You use AI tools daily to speed up the parts of People analytics that used to take hours — cleaning messy HRIS exports, drafting first-pass comp narratives, summarizing survey verbatims — and you know when to trust the output and when to double-check it
• Handed a messy dataset split across systems that don’t talk to each other, you get curious, not annoyed
• You care how comp, engagement, recruiting, and workforce data connect to business performance — not just how to pull the numbers

Desirable

• Omnidian is looking for a People Insights & Total Rewards Manager with experience leading and implementing global total rewards strategies and a passion for turning employee data into actionable insights that drive better business decisions. You'll bring together data from across our people systems, build reporting leaders can trust, and turn what you find into clear recommendations that shape how we hire, develop, reward, and retain our people
• You'll bring together data from across our people systems, build reporting leaders can trust, and turn what you find into clear recommendations that shape how we hire, develop, reward, and retain our people
• Reporting to the Head of People & Culture, you'll partner with the People Team, Finance, Legal and leaders across the business and geographies. This is a highly visible seat based in Seattle, WA (hybrid), with real room to grow the role — your analysis will shape real decisions about how a growing, global company rewards and invests in its people
• This is a highly visible seat based in Seattle, WA (hybrid), with real room to grow the role — your analysis will shape real decisions about how a growing, global company rewards and invests in its people
• Build reliable reporting across engagement, recruiting, workforce planning, and organizational health
• Connect data from Lattice, Rippling, and recruiting systems to identify trends and show leaders what’s working
• Lead total rewards analysis, including equity and cap table forecasting, compensation benchmarking, and the relationship between rewards and engagement
• Partner with People Business Partners, Recruiting, and L&D to turn findings into workforce plans, hiring priorities, and program improvements
• Use AI tools to work efficiently while validating results and maintaining data quality
• Act as the technical eye on Rippling, Lattice, Carta, and Pave to identify what’s underused or inefficient and make the needed edits to ensure our People tools are maximized and producing valuable organizational insights
• Proactively surface emerging risks and opportunities, from narrowing talent pipelines to reward programs that may need adjustment