Fireblocks is looking for a Global Total Rewards Lead to lead our compensation and benefits programs across every market we operate in. Youll be the subject-matter expert on global comp benchmarking and benefits, and the operational owner of our two annual review cycles: the full annual compensation review and a mid-year mini cycle. This is a hands-on, high-visibility role for someone who loves both the strategic and technical sides of Total Rewards - building comp philosophy and structures, while also being deeply fluent in the tools that power them. Youll work closely with People Operations, Talent Acquisition, Finance, and business leaders globally to ensure Fireblocks pays competitively, fairly, and in a way that supports our growth as a global tech company. What Youll Do - Own the annual and mid-year review cycles end-to-end - timeline execution, calibration, budget modeling, manager enablement, communications, and post-cycle reporting for both the full annual comp review and the mid-year mini cycle. - Manage global compensation architecture, including job leveling, global salary bands/ranges, market pricing, and pay equity analysis across all regions where Fireblocks operates. - Serve as the internal expert on Radford, using it for market data benchmarking, offer/band validation, and comp analytics that inform both cycles and day-to-day hiring decisions. - Serve as the internal expert on HiBob & Pave, managing comp and benefits workflows, data integrity, reporting, and cycle configuration within the HRIS. - Design and manage global benefits programs, balancing consistency with local market competitiveness and statutory requirements across multiple countries. - Partner with Talent Acquisition on offer approvals, competitive positioning, and market intelligence to support hiring in a competitive tech talent market. - Partner with Finance on comp budgeting, forecasting, and headcount cost modeling tied to both review cycles. - Build manager and employee-facing communications to ensure transparency and understanding of comp decisions and total rewards philosophy. - Monitor pay equity and compliance across jurisdictions, staying current on evolving pay transparency legislation globally. - Continuously benchmark and refine Fireblocks total rewards philosophy to keep it competitive with the broader tech and fintech markets. What Were Looking For - 5+ years of experience in Total Rewards / Compensation & Benefits, with direct ownership of full-cycle annual comp review. - Must have tech industry experience - you understand tech company pay structures, equity compensation, and the competitive dynamics of hiring in tech. - Hands-on expertise with Radford - you can run market analyses, build/validate bands, and use it as a core tool in your daily work, not just as a passive user. - Hands-on expertise in HiBob & Pave - proven experience configuring, managing, and reporting through HiBob and Pave for comp and benefits processes. - Deep understanding of global compensation bands and structures across multiple countries/regions. - Strong knowledge of global benefits design, including navigating differences in statutory and market-standard benefits across geographies. - Experience managing multiple review cycles per year (full annual + mid-year/off-cycle) is strongly preferred. - Excellent stakeholder management skills - youll work cross-functionally with TA, People Ops, Finance, and business leaders. - Strong analytical and Excel/spreadsheet modeling skills; comfort with data at scale. - High attention to detail, discretion, and sound judgment when handling sensitive compensation data. - Ability to work in a fast-paced, global, high-growth environment. Logistics - This role requires being in the office 3 days per week. - This is a 1 year fixed-term contract position. For employees hired to work remotely from New York, or from our NYC HQ, Fireblocks is required by law to include a reasonable estimate of the compensation range for this role. This range is specific to New York City, and takes into consideration a wide range of factors that are reviewed when making a hiring decision, such as years of experience, skills, and other business needs. It is not typical for a candidate to be hired at or near the top of the pay range and each compensation decision is dependent on each individual case. A reasonable base salary range estimate for this position is $150,000-$200,000. The base salary is one component of the total compensation package, which for some roles may include a target bonus, a very competitive equity grant, and very generous benefits.