Global Insights & Rewards Lead

About Omnidian

Omnidian, Inc. is a fast-growing Series C tech-enabled service company revolutionizing performance assurance for the distributed solar and energy storage industries. Omnidian is building a more sustainable future for the planet through our passionate teams, our innovative technology, and by creating an amazing customer experience. We are a certified B Corp, headquartered in Seattle, WA

The Job

Omnidian is looking for a People Insights & Total Rewards Manager with experience in total rewards — compensation, equity, or benefits — who’s equally comfortable turning employee data into decisions and sharpening the systems that produce it. You don’t need to have built a total rewards program from scratch, but you’ve seen one done well and have a point of view on how comp and cap tables should be structured.

You’re also technically minded: confident digging into a new system and making it work harder for employees and the business, even without prior hands-on experience in that specific tool.

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 high visibility role 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 role is based out of Seattle, WA (hybrid) and we’d love to fill it locally — but we’re open to the right candidate working remotely from elsewhere in the US.

At Omnidian we believe in trust and autonomy. How you create an impact is ultimately up to you. Here is an outline of some of the things you’ll be doing:

• 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

• 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.

• 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…