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Job Description
<div class="content-intro"><p>Fireblocks is the company bringing global finance onchain. Backed by over $1 billion in capital, we are the premier digital asset infrastructure provider trusted by thousands of industry-defining financial institutions, including banks, payment providers, fintechs, and global corporates such as BNY Mellon, BNP Paribas, ANZ Bank, Western Union, Stripe, and Revolut. Built for institutional scale and security, our enterprise-grade platform and network have powered over $14 trillion in digital asset transfers worldwide.</p></div><p>Fireblocks is looking for a Global Total Rewards Lead to lead our compensation and benefits programs across every market we operate in. You'll 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.</p> <p>You'll 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.</p> <h3><strong>What You'll Do</strong></h3> <ul> <li><strong>Own the annual and mid-year review cycles end-to-end</strong> - 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.</li> <li><strong>Manage global compensation architecture</strong>, including job leveling, global salary bands/ranges, market pricing, and pay equity analysis across all regions where Fireblocks operates.</li> <li><strong>Serve as the internal expert on Radford</strong>, using it for market data benchmarking, offer/band validation, and comp analytics that inform both cycles and day-to-day hiring decisions.</li> <li><strong>Serve as the internal expert on HiBob &amp; Pave</strong>, managing comp and benefits workflows, data integrity, reporting, and cycle configuration within the HRIS.</li> <li><strong>Design and manage global benefits programs</strong>, balancing consistency with local market competitiveness and statutory requirements across multiple countries.</li> <li><strong>Partner with Talent Acquisition</strong> on offer approvals, competitive positioning, and market intelligence to support hiring in a competitive tech talent market.</li> <li><strong>Partner with Finance</strong> on comp budgeting, forecasting, and headcount cost modeling tied to both review cycl