Remote Rewards Architect

Reports to: VP of Talent Status: Full-Time, Exempt Location: Remote

We are a private-equity-backed, multi-brand operating platform in the vacation rental and hospitality services space. We partner with founder-led and operator-driven businesses across the U.S. to help them scale while preserving what makes them great locally.

We are seeking a Total Rewards Leader to design and lead our compensation, benefits, and rewards strategy. This is a foundational role reporting to the VP of Talent and working closely with the executive team to build the programs that enable our people strategy and support long-term value creation.

Approximately 50% of this role is focused on compensation design and administration — establishing market-aligned pay bands, supporting our Management Incentive Plan (MIP), and building the analytical foundation for enterprise-wide pay decisions. The balance of the role spans benefits strategy and administration, bonus program oversight, and talent analytics that inform people planning and investment decisions.

This is not a maintenance role. You will build programs from the ground up, introduce structure where there is ambiguity, and operate as a true strategic partner to HR and the business. If you thrive on building in a high-growth, PE-backed environment and are energized by using data to drive decisions, this is your opportunity.

• Design and implement a comprehensive compensation architecture, including market-aligned salary bands across all job families and levels
• Lead and manage annual compensation review cycles, including merit increases, market adjustments, and off-cycle equity or pay actions
• Conduct ongoing benchmarking using external surveys (Radford, Mercer, Willis Towers Watson) to ensure competitiveness across roles in distributed operations and field-based environments
• Partner with the VP of Talent and executive leadership to develop compensation strategy that supports talent attraction, retention, and internal equity
• Build and maintain job architecture frameworks, leveling guides, and FLSA classification standards across the organization
• Advise hiring managers and HR business partners on offer construction, internal equity considerations, and pay positioning

• Oversee strategy and administration for the Management Incentive Plan (MIP), including plan design, eligibility, communication, and payout processing in coordination with Finance
• Design and administer short-term incentive (STI) programs, including quarterly and annual bonus structures tied to individual and company performance metrics
• Support development and communication of long-term incentive (LTI) programs in partnership with PE sponsors and executive leadership
• Ensure total compensation packages are competitive, internally equitable, and aligned with our performance culture and ownership mentality
• Build total compensation statements and tools that help employees and leaders understand the full value of their rewards

• Lead benefits strategy, vendor selection, and program design, including medical, dental, vision, life and disability insurance, and 401(k), with a focus on value, cost efficiency, and employee experience
• Manage the annual open enrollment process end-to-end, including communication planning, carrier coordination, and system configuration
• Evaluate and optimize leave programs (FMLA, parental leave, PTO) to ensure compliance and market alignment
• Oversee benefits administration systems and partner with HR Operations to ensure accurate, timely processing
• Monitor benefits spend and utilization trends; develop recommendations for plan changes during renewal cycles
• Ensure compliance with federal, state, and local benefits regulations (ACA, ERISA, COBRA, HIPAA) across a multi-state workforce

• Build and maintain people analytics capabilities that provide the organization with actionable insights on compensation equity, retention risk, workforce planning, and talent ROI
• Develop executive and board-ready reporting on total rewards spend,…