Head of Rewards

Join to apply for the Head of Total Rewards role at Omnissa
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This range is provided by Omnissa. Your actual pay will be based on your skills and experience — talk with your recruiter to learn more.

$220,500/yr - $280,500/yr

Annual Bonus and Stock options

Mountain View, CA or Atlanta, GA. (Hybrid, in office 3 days a week)

Omnissa is the first AI-driven digital work platform, built to support flexible, secure, work-from-anywhere experiences. We integrate industry-leading solutions—including Unified Endpoint Management, Virtual Apps and Desktops, Digital Employee Experience, and Security & Compliance—into a seamless, autonomous workspace that adapts to how people work. Our platform boosts employee engagement while optimizing IT operations, security, and cost.

Guided by our Core Values—Act in Alignment, Build Trust, Foster Inclusiveness, Drive Efficiency, and Maximize Customer Value—we’re growing rapidly and committed to delivering meaningful impact. If you’re passionate about shaping the future of work, we’d love to hear from you.

Omnissa is looking for a Head of Total Rewards to oversee its compensation and benefits functions. This position is accountable for guiding the creation and rollout of forward‑thinking, best‑in‑class rewards programs that attract and retain exceptional talent. Reporting to the Chief People Officer, you will serve as a core member of our People leadership team, partnering closely to shape a talent strategy that supports and advances the company’s success.

As a subject‑matter authority in global total rewards, you will oversee broad‑based executive and employee compensation, short‑ and long‑term incentive plans, equity plan design and global benefits. You will collaborate extensively with internal partners (Finance, Sales Operations, IT, etc.) as well as external vendors and advisors to deliver cohesive, scalable, and market‑responsive Total Rewards solutions. This role also includes preparing and presenting materials to the Board and will drive the relationship with the Compensation Committee.

The ideal candidate will be highly hands‑on and comfortable working deeply in the details to ensure programs are grounded in a well‑defined philosophy, thoughtfully designed end‑to‑end processes, and exceptional execution. They will take a proactive, strategic approach to ensure rewards programs remain competitive, drive performance, reflect company culture, and are clearly understood and appreciated by employees.

• Define and implement a robust, competitive Global Total Rewards strategy aimed at attracting and retaining top‑tier talent within a highly competitive and evolving economic environment.
• Create and deliver global compensation and benefits programs that support and align with enterprise objectives and priorities.
• Apply insights into market dynamics and the competitive talent landscape to craft differentiated compensation approaches for critical talent populations. Lead job analysis, evaluation, market pricing, and salary survey activities with transparency and clarity.
• Partner closely with Talent Acquisition teams to build and refine foundational frameworks, including promotion standards, career paths, and leveling structures.
• Direct the overall compensation strategy, encompassing global programs and long‑term incentive plan design.
• Oversee compensation programs across a geographically distributed and partially remote workforce, anticipating market shifts and regional compensation differences.
• Maintain compliance with all relevant U.S. and international regulations, working in close partnership with internal stakeholders.
• Engage and manage external specialists such as consultants, insurance carriers, third‑party administrators, and legal counsel for benchmarking, plan design, coverage decisions, renewals, and communications. This includes governance and oversight of third‑party providers to ensure service quality, alignment with company needs, and responsible cost management.
• Act as the functional owner for Total Rewards, setting priorities for systems, tools, and technology implementations and…