Senior Manager of Rewards

Paxos is on a mission to enable the movement of any asset, any time, in a trustworthy way. Today’s financial infrastructure is archaic, expensive, inefficient and risky - supporting a system that leaves out more people than it lets in. So we’re rebuilding it.

As a regulated blockchain infrastructure company, we use technology to tokenize, custody, trade, and settle assets for clients like Mastercard, Visa, Robinhood, and Pay Pal. Paxos is a top-funded blockchain company, with more than $500 million in total funding from leading investors like OakHC/FT, Founders Fund, Pay Pal Ventures, and Declaration Partners. Together, we empower today’s financial leaders to build a more open, trusted economy.

We’re looking for a highly analytical, hands‑on leader to join our People team as the Senior Manager of Total Rewards and People Operations. In this role, you’ll own global total rewards, including compensation, equity, benefits, job leveling, and board/compensation committee deliverables while also overseeing the design and execution of key People programs. This is a unique opportunity to blend strategic impact with tactical execution, shaping competitive, scalable frameworks while rolling up your sleeves to get things done in a fast‑paced, high‑growth environment.

As a Manager (Sr. Manager) of Total Rewards and People Operations, you’ll get to:

• Lead the design and management of global compensation, benefits, and equity programs, ensuring competitiveness, fairness, and compliance.

• Own compensation committee deliverables, including preparing board decks and presenting insights to senior leadership.

• Design and maintain job architecture, leveling frameworks, and compensation bands to support scale.

• Manage annual compensation cycles (merit, bonus, equity refresh) in partnership with Finance and leadership.

• Provide thought partnership to executives and managers on compensation philosophy and pay decisions.

• Oversee the design and rollout of people programs including performance management, engagement surveys, onboarding, compliance, and systems/vendor renewals.

• Partner with HRBPs, Talent Acquisition, and L&D to ensure processes and programs are consistent, efficient, and aligned with business priorities.

• Lead HR systems improvements, automation, and reporting to increase accuracy and scalability.

• Monitor people metrics and build advanced dashboards to provide actionable insights to executives and the Board.

• Ensure policies, processes, and systems remain compliant across multiple geographies.

• 12-15 years of progressive HR/People experience, with at least 10-12 years focused on compensation, total rewards and People Operations.

• Proven experience supporting and scaling organizations through high-growth environments, ideally in technology or regulated industries.

• Strong expertise in global compensation, benefits, equity, and job architecture, with experience managing compensation cycles and board/committee deliverables.

• Exceptional analytical skills are required - advanced ability to model, interpret, and present complex data, especially in compensation analysis, to drive clear, strategic decisions.

• Hands‑on experience with HR systems (Workday preferred) and proven ability to leverage technology for reporting, analytics, and process improvements.

• Experience overseeing and implementing a wide range of HR programs (performance management, engagement, onboarding, compliance, etc.).

• A track record of thriving in very fast-moving, ambiguous environments with sound judgment and proactive problem‑solving.

• Designing and quickly implementing solutions that cut across multiple disciplines.

• Successful management of competing priorities, taking initiative, and driving projects to completion in a timely and accurate manner.

• Strong communication and influencing skills across all levels, from employees to executives.

• Bachelor’s degree and advanced HR certifications (PHR, SPHR, SHRM‑SCP, MSHR) are a plus.

• Exceptional listening skills, a personable and approachable demeanor, and ability to relate to, influence, and coach employees of all levels in the organization.

• Ability to work independently, as an active member of both business and the People Team.

• Flexibility, including the ability to think strategically, execute tactically, and collaborate across many teams, levels, and situations.

• Ability to work within constraints as well as to challenge the status quo.