Senior Staff Total Rewards Partner

About the role

Are you a total rewards leader who thrives in building from the ground up while scaling for what's next? Do you bring both strategic clarity and a pragmatic, roll-up-your-sleeves approach to compensation, equity, and benefits? Are you excited by the challenge of evolving programs in a high-growth environment on the path to IPO? If so, we'd love to meet you. At Ridgeline, we are seeking a Senior Staff Total Rewards Partner to own and evolve our total rewards strategy across compensation, equity, and benefits. This is a highly strategic individual contributor role with company-wide impact. You will define the frameworks and philosophy that guide decisions, while partnering across HR, Talent, Finance, and Legal to bring them to life. From evolving our compensation and equity strategy to building the foundation for global expansion and IPO readiness, your work will directly influence how we scale. This includes defining a thoughtful, scalable benefits strategy that supports our workforce today while building the foundation for global growth and IPO readiness. At Ridgeline, how we work matters as much as what we build. We act like owners, choose growth over comfort, and bias toward action. We bring solutions, not just problems, and we're energized by building for the future while delivering today.

What you'll do

• Own and evolve Ridgeline's total rewards strategy across compensation, equity, and benefits.
• Shape and scale compensation philosophy, including benchmarking, leveling, and job architecture.
• Lead compensation planning and provide guidance on complex decisions, including offers and retention.
• Design and refine incentive compensation plans across go-to-market roles.
• Define and evolve equity strategy, including building the roadmap toward IPO readiness.
• Establish clear governance to ensure consistency, equity, and strong decision-making.
• Develop global total rewards strategy as we expand into Europe and Canada.
• Develop a thoughtful, scalable benefits strategy that supports our workforce today while building the foundation for global growth and IPO readiness.
• Build the global benefits strategy and framework to support expansion into Europe and Canada, balancing local market competitiveness, compliance, and employee experience.
• Partner closely across HR, Finance, Legal, and Talent to align rewards with business and financial goals.
• Own the end-to-end execution of total rewards initiatives in a high-growth, pre-IPO environment.
• Champion pragmatic, iterative solutions that balance speed with governance and compliance.
• Act as a strategic individual contributor with high ownership and influence across the organization.
• Provide executive presence and guide senior leaders on complex decisions related to rewards design and policy.

Requirements

• Deep experience in total rewards within high-growth technology companies.
• Experience scaling compensation and equity programs in late-stage private or pre-IPO environments.
• Strong expertise in compensation strategy, equity design, incentive plans, and benefits strategy.
• Experience managing benefits strategy through periods of systems and operating model change, such as PEO transitions, global scaling, or HRIS transformation.
• Ability to operate as a strategic individual contributor with high ownership and influence.
• Executive presence and ability to guide senior leaders on complex decisions.
• Comfort building from ambiguity and delivering pragmatic, iterative solutions.
• Strong cross-functional partnership skills, especially with Finance, Legal, and Talent.

Nice to have

• Experience supporting global expansion and international total rewards strategy.
• Exposure to IPO readiness or public company compensation practices.
• Familiarity with tools such as Radford, Pave, and Workday.

Practical notes

This is a full-time role. Employment is based in Reno, NV; New York, NY; or San Ramon, CA. No specific visa sponsorship details are provided in the source. The engagement type is full-time, and the role reports to the senior leadership team. There is no explicit compensation band listed in the source text. The role requires comfort with ambiguity and a bias toward action in a fast-paced, growth-oriented environment.