Head of Total Rewards

Total Rewards Strategy & Philosophy 

• →Design and own StubHub's global Total Rewards strategy, establishing a clear compensation philosophy that is competitive, equitable, transparent, and aligned to our business objectives and talent strategy 
• →Rebuild job architecture from the ground up: develop a consistent leveling framework, job family structure, and career bands that scale globally and bring clarity to how we pay and develop people 
• →Lead the development of pay transparency practices and frameworks, positioning StubHub ahead of emerging regulatory requirements (including EU Pay Transparency Directive and evolving U.S. state-level disclosure laws) 
• →Serve as a trusted strategic advisor to the CHRO, CFO, and executive leadership on all compensation, benefits, and equity matters 

Compensation Design & Management 

• →Design and administer competitive base pay structures, short-term incentive programs, and variable compensation plans across all employee populations and geographies 
• →Own and lead annual compensation planning cycles, including merit, promotion, and bonus modeling, ensuring equitable distribution of rewards and alignment to performance 
• →Build and maintain robust compensation benchmarking practices using market survey data, ensuring StubHub remains externally competitive and internally fair across levels and geographies 
• →Develop clear manager enablement tools and HRBP training so that compensation decisions are made consistently, confidently, and with data 
• →Partner closely with Finance and Legal on budgeting, headcount modeling, and regulatory compliance related to compensation 

Executive Compensation & Equity 

• →Equity administration is one of this role's most critical and immediate mandates. StubHub is navigating the transition from private company equity practices to the rigorous standards required of a NYSE-listed public company, and the complexity of our equity program demands focused, expert leadership from day one. 
• →Own the private-to-public equity transition end-to-end: Lead the remediation and restructuring of StubHub's equity administration practices to meet public company standards -including cap table cleanup, plan document review, data integrity audits, and platform migration or optimization in partnership with Finance and Legal. 
• →Establish SOX-compliant equity controls: Design and implement internal controls over equity compensation that satisfy SOX Section 404 requirements, including proper segregation of duties so that equity changes cannot be made by the same individuals who benefit from them; ensure audit-readiness at every reporting cycle. 
• →Administer public company equity programs with precision: Manage RSU, stock option, and equity refresh grant administration with the accuracy, documentation, and audit trails required by SEC reporting schedules; own grant lifecycle management from Board approval through settlement, tax withholding, and payroll reconciliation. 
• →Lead executive compensation governance: Partner with the CHRO, CFO, and Legal to manage the Compensation Committee of the Board, including preparation of proxy materials, CD&A, and Summary Compensation Table disclosures; ensure compliance with SEC clawback rules under Dodd-Frank and SOX Section 304, including policy documentation, annual 10-K exhibit filing, and executive communication. 
• →Ensure 409A and tax compliance: Oversee 409A valuation processes, ISO/NSO tax treatment, ESPP administration where applicable, and required annual tax filings (Forms 3921 and 3922); partner with Legal and external counsel to navigate complex equity tax scenarios across jurisdictions. 
• →Build insider trading and 10b5-1 plan infrastructure: Develop and enforce insider trading policies, blackout period administration, and 10b5-1 plan management for executives and other covered persons in close coordination with Legal and Compliance. 
• →Drive employee equity education as a strategic priority: Build a robust, multi-channel equity education program -including AI-assisted tools, self-service resources, and live sessions -that ensures every employee understands the value, mechanics, and tax implications of their equity awards; given the complexity of StubHub's equity program, this is not a communications task but a core operational imperative. 
• →Evaluate and optimize equity administration infrastructure: Assess StubHub's current equity platform and administration practices; lead vendor evaluation, platform transition, or third-party outsourcing decisions as needed to ensure the infrastructure is fit for a public company -including real-time reporting, audit-ready documentation, and seamless integration with payroll and HRIS. 

Benefits & Wellbeing 

• →Evaluate, rebuild, and manage StubHub's global benefits programs; health, welfare, retirement, and wellbeing, ensuring offerings are competitive, cost-effective, and meaningful to a diverse global workforce. 
• →Manage vendor relationships and benefits broker partnerships, leading regular RFP and renewal processes with rigor and an eye toward employee experience. 
• →Design an employee wellbeing strategy that goes beyond traditional benefits -addressing mental health, financial wellness, flexible work, and life-stage needs across the employee population. 
• →Use data and employee feedback to continuously evaluate program effectiveness and evolve offerings in response to workforce needs and market trends. 

AI-Forward Total Rewards Operations 

• →Champion the integration of AI tools across the Total Rewards function -including AI-assisted benchmarking and salary band maintenance, automated pay equity analysis, agentic compensation planning tools, and generative AI-powered employee communications about benefits and equity 
• →Build and deploy AI-enabled self-service resources (such as benefits assistants and equity education tools) that dramatically reduce administrative inquiry volume and improve employee understanding of their total package 
• →Leverage predictive analytics to identify retention risk, compensation outliers, and pay equity gaps before they become problems -moving the function from reactive to proactive 
• →Partner with People Operations to ensure Total Rewards data flows cleanly through StubHub's HRIS and that compensation planning cycles are powered by accurate, real-time data 
• →Evaluate and implement best-in-class compensation technology platforms that enable speed, accuracy, and strategic insight, and that position the team to spend time on high-value work rather than spreadsheet management 

Pay Equity & Compliance 

• →Lead StubHub's pay equity strategy, building the analytical infrastructure to measure, monitor, and remediate inequities across gender, race, and other demographic dimensions 
• →Ensure full compliance with federal, state, and international compensation and benefits regulations, including multi-jurisdiction reporting requirements 
• →Develop the governance frameworks and audit-ready documentation required of a publicly traded global company 
• →Proactively monitor the regulatory landscape and anticipate changes that require adjustments to StubHub's programs or practices 

Cross-Functional Partnership & Communication 

• →Partner closely with HRBPs to ensure compensation frameworks support talent conversations, offer decisions, and retention actions in real time 
• →Collaborate with Talent Acquisition to build competitive offer strategies and maintain current market data for in-demand roles 
• →Partner with People Operations to ensure job architecture, compensation data, and benefits administration are operationalized cleanly in the HRIS 
• →Design and execute a Total Rewards communication strategy that ensures every employee understands the full value of their compensation package, not just base salary 

Experience & Expertise 

• →10+ years of progressive Total Rewards experience, with at least 4–5 years in a senior leadership role -ideally at a technology company, marketplace, or global consumer business 
• →Deep, hands-on expertise in public company equity administration is required -including RSU and stock option grant lifecycle management, SEC reporting, SOX-compliant internal controls, and experience navigating the transition from private to public company equity practices; candidates without this background will not be considered 
• →Demonstrated track record of rebuilding or significantly evolving compensation and benefits programs -including job architecture, pay structures, and incentive design -from the ground up 
• →Proven experience supporting a Compensation Committee of the Board, including proxy preparation, CD&A authorship, and executive compensation governance under SEC and NYSE listing standards 
• →Working knowledge of SEC clawback rules (Dodd-Frank Rule 10D-1 and SOX Section 304), 409A compliance, insider trading policy administration, and equity-related tax filings (Forms 3921/3922) 
• →Experience evaluating, implementing, or migrating equity administration platforms (e.g., Morgan Stanley at Work, Carta, Shareworks, Equity Edge, or equivalent public company platforms) 
• →Experience operating in multi-jurisdiction, global environments with a working knowledge of international compensation and benefits compliance 
• →Proven ability to deploy AI-powered Total Rewards tools and leverage people analytics to drive compensation strategy, not just reporting 

Skills & Competencies 

• →A builder's mentality: energized by creating structure in ambiguous environments and bringing clarity to programs that are underdeveloped 
• →Strong financial acumen -you think in models, can stress-test assumptions, and speak the language of finance and the Board 
• →Advanced analytical skills with the ability to translate compensation data into actionable insights and influence stakeholders at every level 
• →Excellent communication skills, including the ability to simplify complex compensation and equity concepts for employees, managers, and executives alike 
• →High integrity and sound judgment when handling sensitive compensation data and pay equity matters 
• →Comfort using and evaluating AI tools as genuine productivity multipliers -with the discernment to know where human oversight is non-negotiable 
• →Collaborative and low-ego; you build trusted partnerships with Finance, Legal, HRBPs, and People Ops rather than operating as a silo 

What We Offer:  

• →Accelerated Growth Environment: Immerse yourself in an environment designed for swift skill and knowledge enhancement, where you have the autonomy to lead experiments and tests on a massive scale. 
• →Top Tier Compensation Package: Enjoy a rewarding compensation package that includes enticing stock incentives, aligning with our commitment to recognizing and valuing your contributions. 
• →Flexible Time Off: Embrace a healthy work-life balance with unlimited Flex Time Off, providing you the flexibility to manage your schedule and recharge as needed. 
• →Comprehensive Benefits Package: Prioritize your well-being with a comprehensive benefits package, featuring 401k, and premium Health, Vision, and Dental Insurance options. 

Why StubHub 

• →A category-defining business at a pivotal moment. StubHub just completed its IPO on the NYSE, is growing at double-digit rates, and is building into new markets and capabilities - this is a rare chance to join a genuine market leader at the start of its next chapter. 
• →This is where "proud to be from" starts. The operational infrastructure this role builds determines whether employees experience StubHub as a well-run, professional organization worth being part of - or one that makes simple things hard. That foundation matters more than most people realize. We're building StubHub into a place people carry with pride long after they've moved on, and none of that is possible without operations that work. 
• →A mission worth getting behind. We exist to give every fan access to live experiences. That means working on something that genuinely matters to people's lives - the games, concerts, shows, and festivals that create memories. 
• →Technology at the core. StubHub is deploying AI-driven pricing, fraud detection, and supply-side automation - and we want a People leader who brings that same technology-forward mindset to how we run our organization.