• Deep experience in compensation and benefits, specifically for highly competitive industries and preferably growth-stage companies
• Expertise in executive compensation and equity plans
• Strong project management skills, with the ability to lead cross-functional teams and prioritize competing demands
• Deep knowledge of compensation and benefits best practices, trends, and regulations for IPO readiness
• Expertise and knowledge of key external industry frameworks and approaches, e.g., Aon/Radford, Mercer, Willis Towers Watson, and World at Work models
• Strong Google Sheets/Excel, analytical, and problem-solving skills, with the ability to use data to drive decisions
• Excellent communication and interpersonal skills, with the ability to communicate complex ideas clearly and influence stakeholders at all levels

Desirable

• Anchorage is looking for an experienced and strategic total rewards leader who will be responsible for shaping and leading our global rewards strategy (compensation, benefits, equity, and recognition programs) to attract, retain, engage, and motivate employees across the US, EMEA, and APAC
• This role will partner closely with senior business leaders, hiring managers, and HR Business Partners to translate business strategy into best practices, policies, and reward processes
• You will report to the Chief People Officer and be a key member of the People Leadership Team, collaborating to develop a talent strategy that helps drive the company’s success
• Additionally, Anchorage is at the intersection of crypto, traditional finance, and tech, so our compensation strategy and programs must reflect the nuances across multiple functional areas, including sales and trading compensation plans
• You will use a proactive and strategic approach to ensure that rewards are competitive, drive results, are aligned with company culture, and are understood and valued by employees
• We have created the Factors of Growth & Impact to help Villagers better measure impact and articulate coaching, feedback, and the rich and rewarding learning that happens while exploring, developing, and mastering the capabilities and contributions within and outside the Global Total Rewards Lead role
• Develop and lead Anchorage’s comprehensive strategy for total rewards to attract and retain world-class talent across multiple disciplines and in a highly competitive industry
• Advise and lead compensation strategies to achieve overall talent goals and strategies across the United States, EMEA, and Singapore
• Provide strategic direction, planning, and requirements to execute the design, implementation, communication, and administration of the company's compensation programs, including annual short- and long-term incentives and executive compensation
• Continuously evaluate the effectiveness of our rewards programs to ensure they are aligned with our business and talent strategies, and monitor market trends to make recommendations for changes as appropriate
• Ensure that the total rewards programs comply with all relevant laws, regulations, and company policies
• Serves as an advisor to the Head of People and other People Leaders on the strategic total rewards direction of Anchorage, in service of our company goals
• Proactively and effectively manage priorities within a fast-paced, growth stage environment, anticipating future growth needs based on company stage, and size
• Clearly communicate complex and sensitive compensation issues clearly and credibly across a wide range of audiences, and partners with other senior members to re-communicate vision, mission, and strategy, as well as positive impacts for clients and for our roadmap
• Work closely with People Business Partners, and other stakeholders to ensure that total rewards programs are integrated into broader HR and business strategies
• Develop and deliver communications and training on total rewards programs to employees, managers, and other stakeholders
• Increase and improve understanding or participation in total rewards elements
• Provide thoughtful leadership and foster meaningful discussions with senior team members and leaders to build consensus and influence broader Anchorage’s People and compensation programs and projects that require understanding the different business impacts