About Incode

Incode Technologies is a leader in identity verification, offering innovative, AI-driven solutions tailored to diverse industry needs — from financial services to social media and marketplaces. Our platform is designed to maximize user conversion while minimizing fraud, through a multi-layered approach that includes proprietary AI, deepfake detection, and efficient user re-engagement tools. With close to 99% accuracy in facial recognition tied directly to official document issuance systems, and enterprise partnerships with Citibank, HSBC, Amazon, and Chime, Incode stands apart. With over $250M raised from General Atlantic and SoftBank, we're driving the future of digital trust — and we need a builder-minded Total Rewards leader who can design world-class reward programs from the ground up and own every detail of their execution.

The Impact You'll Make

Total Rewards at Incode isn't a maintenance function it's a growth lever. This is a critical role on the People leadership team, reporting directly to the Chief People Officer, arriving at a pivotal moment: Incode is scaling fast across North America, LATAM, and EMEA, competing for elite talent in identity verification, AI, and fintech against companies three times our size. The person who takes this role will rebuild and own our global compensation and benefits architecture — from strategy all the way down to the spreadsheet. You won't just design the programs; you'll run them. You'll be the person Finance calls when the board needs a comp narrative, and the person employees trust to make their total rewards feel fair, transparent, and competitive.

If the idea of building something that matters and doing whatever it takes to make it excellent energizes you, this role was made for you.

What You'll Own & Drive

• Global Compensation Architecture — Design and manage a competitive global compensation strategy encompassing job architecture, salary bands, variable incentive pay, and equity programs. Lead annual comp cycles end-to-end: benchmarking, leveling, planning, and equity refreshes.
• Sales Compensation — Partner with regional sales leaders and sales operations to design, model, and maintain commission plans that drive the right outcomes — and update them when the business evolves.
• Benefits Design & Scaling — Build, implement, and continuously improve benefits programs (health, retirement, wellness, perks) across the U.S., LATAM, and EMEA. Evaluate vendors, manage renewals, and drive employee education and engagement globally.
• Equity & Governance — Administer the equity program in coordination with Legal and Finance. Own grant planning, cap table reviews, and employee communications around equity value. Ensure ongoing compliance with global labor laws and tax regulations.
• People Analytics & Reporting — Build the dashboards, reporting frameworks, and models that give leadership real-time visibility into compensation trends, pay equity, gender parity, and headcount cost. Present to executives and, when the moment calls for it, to the board.
• Cross-Functional Partnership — Act as a trusted advisor to executives, HRBPs, Finance, and Talent Acquisition on all things total rewards. Support performance management cycles, promotions, and recognition programs — staying close enough to the business to anticipate needs before they become fires.

The Qualities That Set You Apart

• You're a builder, not a maintainer. You've built comp structures, benefits programs, or equity frameworks from scratch — not just inherited and sustained someone else's work. You know what "zero to one" feels like in People Operations, and you prefer it.
• You're data-driven without being data-paralyzed. You build models, run analysis, and let numbers guide your decisions — but you can also move fast when speed matters and present a clean narrative to people who don't live in spreadsheets.
• Your ego doesn't get in the way of the work. You're the kind of person who will draft a benefits summary, troubleshoot a vendor invoice, and present to the C-suite in the same week — because whatever it takes to keep programs running well is simply what you do.
• You operate at every altitude. You can sit in a board-level comp discussion in the morning and debug a payroll issue in the afternoon. The shift doesn't frustrate you — it energizes you.
• You're a trusted advisor, not a gatekeeper. Leaders and employees come to you because you make comp and benefits understandable, not intimidating. You're direct, practical, and solutions-oriented.
• You thrive in ambiguity. Startup environments don't come with perfect playbooks. You write the playbook, test it, refine it, and share it — without waiting for someone to tell you it's time.

Your Background

• 8+ years of progressive experience in compensation, benefits, or total rewards — with meaningful time spent in a startup or high-growth environment (Series B, C, or equivalent scale).
• Demonstrated experience building or significantly redesigning a global comp or benefits program — not just administering one.
• Hands-on experience with equity program administration (option grants, RSUs, cap table coordination with Legal and Finance).
• Strong analytical skills — comfortable building comp models, pay equity analyses, and executive-level reporting from scratch.
• Experience supporting global, multicultural teams across multiple regions; LATAM experience and Spanish language proficiency strongly preferred.
• Track record of partnering directly with CPO, CFO, and senior leadership on compensation strategy and board-level reporting.
• Bachelor's degree required; MBA or advanced degree in HR, Business, or a related field preferred. CCP or CEBS certification a plus.

Nice to Have

• Prior experience at an identity verification, cybersecurity, KYC/AML, or data company.
• Consulting background in total rewards or executive compensation.

Why Incode?

• Be part of a mission-driven company at the intersection of AI, identity, and trust.
• Work alongside a world-class team backed by General Atlantic and SoftBank.
• Shape the future of how people — and companies — verify identity at global scale.
• Competitive compensation, equity participation, and benefits.
• A culture that rewards ownership, speed, and intellectual curiosity.