Manager / Senior Manager, Total Rewards & Key Projects - Alpaca

Who We Are

Alpaca is a US-headquartered, global leader in agent-first brokerage infrastructure for stocks, ETFs, options, crypto, fixed income, 24/5 trading, and more. Amongst our subsidiaries, Alpaca is a licensed financial services company, serving hundreds of financial institutions across 40 countries with our institutional-grade APIs. This includes broker-dealers, investment advisors, wealth managers, hedge funds, and crypto exchanges, totalling over 10 million brokerage accounts.

Our global team is a diverse group of experienced engineers, traders, and brokerage professionals who are working to achieve our mission of opening financial services to everyone on the planet. We're deeply committed to open-source contributions and fostering a vibrant community, continuously enhancing our award-winning, developer-friendly API and the robust infrastructure behind it.

Alpaca is proudly backed by $400 million in funding from top-tier global investors including Portage Ventures, Spark Capital, Tribe Capital, Social Leverage, Horizons Ventures, Opera Tech Ventures, SBI Group, Derayah Financial, Unbound, Peak XV, Elefund, and Y Combinator.

Your Role

We are looking for a Total Rewards leader who is deeply fluent in compensation and equally energized by the analytical, cross-functional work that comes with building a growing company.

This is a hands-on Manager / Senior Manager role. Compensation is the center of gravity, not the whole job. You will own core Total Rewards work across a global, remote workforce, and you will also take on high-impact People work including headcount planning, people budgeting, and M&A from a People / Total Rewards lens — plus other analytical projects that sit outside a traditional TR box.

The level (Manager vs. Senior Manager) will be determined by the depth of your experience and the scope you are ready to own.

Things You Get To Do

Total Rewards

• Own day-to-day compensation programs across a global, remote workforce, including base pay, variable pay, and equity-related processes.
• Partner with leaders on offers, promotions, leveling, and pay decisions so recommendations are consistent, market-aware, and aligned to our philosophy.
• Build and maintain job architecture, including job IDs, job families, levels, and titles, so hiring, pay, and reporting sit on a clean foundation.
• Price roles and refresh ranges using multiple market data sources, survey submissions, and internal data.
• Run or support compensation cycles (merit, bonus, equity, and related processes), including modeling, manager enablement, quality checks, and close-out reporting.
• Implement, configure, and support compensation platforms and related tools.
• Advise on global benefit structures and how they interact with total rewards.
• Support pay equity, pay transparency, and related compliance work with practical analysis and process.
• Prepare clear materials for People leadership, Finance, and business stakeholders.

Recruiting Partnership

• Support Recruiting with timely, usable data: ranges, leveling guidance, offer competitiveness, and exception context.
• Maintain job ID integrity as requisitions are opened, backfilled, and re-leveled.
• Help Recruiting and hiring managers make consistent decisions when a role does not map neatly to an existing job or market match.

Headcount Planning, Budgeting & M&A

• Own or partner on headcount planning with Finance and business leaders.
• Own or partner on people budgeting: compensation budgets, merit/bonus/equity pool modeling, and actuals vs. plan.
• Run scenario work as the company grows or changes shape.
• Support M&A from a People / Total Rewards perspective: diligence inputs, mapping jobs and pay, comparing structures, and flagging cost and risk.

Key Projects

• Lead and contribute to People projects that sit adjacent to Total Rewards.
• Bring a builder’s mindset to workforce data, process design, program build-outs, and integrations.
• Partner across time zones with teammates, vendors, and leaders in multiple countries asynchronously.

Who You Are (Must-Haves)

• 7+ years of Total Rewards, compensation, or closely related People analytics/operations experience, including ownership of compensation programs in a multi-country or globally distributed environment.
• Strong compensation craft: job architecture, market pricing, ranges, offer support, pay decisions, and cycle execution.
• Experience managing multiple compensation data sets and surveys: submissions, matching, aging, and blending sources.
• Hands-on experience implementing and/or serving as a primary operator of a compensation platform.
• Working knowledge of benefit structures across multiple countries.
• Proven partnership with Recruiting: providing real-time data and keeping job IDs accurate.
• Ability to own headcount planning and people budgeting, plus comfort operating in M&A-style analysis.
• High analytical fluency with spreadsheets and people data.
• Experience working across global locations and time zones with strong written communication.
• Sound judgment and discretion with sensitive pay, offer, and employee data.
• Ability to overlap with West Coast working hours on a regular basis (Pacific, Mountain or Central time zone bases preferred).

How We Take Care of You

• Competitive Salary & Stock Options
• Health Benefits
• New Hire Home-Office Setup: One-time USD $500
• Monthly Stipend: USD $150 per month via a Brex Card