We are seeking a Senior Director, Total Rewards to serve as the global owner of Cognite’s compensation philosophy, total rewards strategy, and operational governance. This is a high-impact, business-critical role at the intersection of strategy, financial rigor, and employee experience. Our global footprint spans the US (Phoenix, Houston, and multistate presence), Norway, India (Bangalore), Japan, Western Europe, and the UAE — with continued growth through new entities and EOR-based hiring. How we reward, deploy, and develop our talent across these markets is central to our ambition.

You will evolve the compensation and rewards frameworks that reinforce performance culture, attract and retain world-class talent, and scale with Cognite’s growth. You are a hands-on leader and genuine team player — equally comfortable shaping long-term strategy and rolling up your sleeves to get things done. You will report directly to, and partner closely with, the VP, People Operations & Rewards, while serving as the subject matter expert to the CHRO and CFO on compensation governance, equity, and global mobility.

This role will lead a lean, focused Rewards team responsible for:

• Global Compensation & Rewards
• People Analytics 
• Global Mobility & Cross Border Expansion Operations

How you’ll demonstrateOwnership

1. Global Compensation Strategy & Architecture

• Own and evolve Cognite’s global compensation philosophy and strategy, ensuring alignment with business growth, talent strategy, and shareholder value creation.
• Architect scalable compensation frameworks across base salary, annual bonus, equity, and long-term incentive programs.
• Evolve our compensation structures for new and existing geographies, ensuring market competitiveness, regulatory compliance, and alignment with local market dynamics.
• Drive performance differentiation through compensation design, linking directly to Cognite’s performance frameworks, ratings, and career architecture.
• Monitor global market trends, emerging compensation practices, and evolving pay transparency regulations — proactively adjusting Cognite’s approach to remain competitive and compliant.
• Ensure compensation governance frameworks are robust, auditable, and scalable across all geographies — appropriate for a company building toward public-company readiness.
• Prepare clear, structured materials for Board and Compensation Committee reviews.

2. Equity, Incentives & Performance Alignment

• Own the design and governance of Cognite’s equity programs, including grant models, vesting structures, dilution modeling, and ownership alignment across career stages and employee populations.
• Design and continuously refine annual bonus structures and incentive frameworks across technical, commercial, and leadership populations.
• Partner with Revenue Operations, Finance, and executive leadership to ensure incentive models and commission structures align with Cognite’s global total rewards strategy.
• Ensure equity pool planning, usage tracking, and grant recommendations are accurate, consistent, and aligned with Board and Compensation Committee expectations.
• Develop compensation models tied to career architecture, creating clear progression pathways and meaningful reward differentiation across levels and functions.

3. Global Mobility & Compliance

• Lead the strategic direction and overall ownership of Cognite’s global mobility function, covering employee relocations, cross-border assignments, and international hiring — supported day-to-day by a dedicated Mobility & Compliance Lead.
• Oversee EOR strategy and new entity compliance across active and expanding markets, ensuring Cognite can hire compliantly and move quickly, while building scalable internal standards that reduce vendor dependency over time.
• Partner with Talent Acquisition and People Business Partners on location strategy, global headcount deployment, and workforce footprint decisions.

4. Benefits Philosophy & Governance

• Define and maintain Cognite’s global benefits philosophy, setting principles and guardrails that guide regional People Ops delivery and ensure a coherent total rewards experience globally.
• Provide oversight of regional benefits programs, identifying gaps or misalignments with global strategy, and partnering with People Operations to address them.

5. Operational Excellence & Compensation Execution

• Own the end-to-end operational execution of global compensation programs: annual review cycles, bonus processing, equity planning, and promotion-related adjustments.
• Enhance and scale automated compensation processes leveraging platforms such as Pave, Radford, and Cognite’s HRIS & Equity Management tool to ensure efficiency, accuracy, and governance.
• Partner with Finance to align compensation planning with headcount budgets, financial forecasts, and organizational growth plans.
• Ensure all compensation processes, records, and decisions meet the auditability and controls standards required for a pre-IPO company.

6. Data, Analytics & Market Intelligence

• Define and track key Total Rewards KPIs, including market positioning, pay equity, compa-ratio distribution, retention impact, and incentive effectiveness.
• Interpret workforce analytics to proactively inform compensation strategy, identify talent risk, and surface actionable insights for senior leadership and the Board.
• Ensure compliance with global pay transparency regulations and leverage data across HRIS, Finance, and benchmarking platforms to maintain a clear, real-time picture of Cognite’s total rewards competitiveness.

7. Cross-Functional Partnership & Stakeholder Leadership

• Serve as a trusted subject matter expert and advisor to the CHRO, CFO, and senior leadership on all compensation, equity, and mobility matters.
• Partner closely with People Business Partners, Talent Acquisition, and Finance to ensure the rewards strategy is embedded in hiring, performance, and planning processes.
• Collaborate across the People & Organization team as a genuine, hands-on partner — sharing knowledge, supporting others, and building the function’s credibility through delivery.
• Build effective partnerships with regional People Ops teams to ensure benefits governance is applied consistently and with the right balance of global coherence and local flexibility.

TheImpactyou bring to Cognite

• 12+ years of progressive experience in Compensation, Total Rewards, or related disciplines, with global scope and direct program leadership.
• Deep expertise in equity compensation, executive pay, and incentive design — with hands-on experience managing equity pools, grant governance, and Board-level reporting.
• Proven background in a high-growth technology or SaaS environment, including advisory experience at C-suite or Board level.
• Experience designing and governing compensation frameworks across multiple geographies, including pay transparency and compliance requirements.

Hybrid in Phoenix, AZ, with willingness to travel if required.

Preferred Experience

• Experience supporting a company through IPO preparation, public-company transition, and/or M&A processes.
•  Background in Global Mobility, including EOR models, tax, pay, and cross-border compliance requirements.
• Familiarity with compensation benchmarking platforms such as Pave, Radford, or similar tools.
• Experience designing compensation for technical, AI, and engineering talent markets.
• Global team Leadership experience

A snapshot of our many perks and benefits as a Cogniter

• Impact 2025
• Cognite's Industrial AI: Moonshot
• We’re globally recognized domain experts with an international presence that spans Phoenix, Houston, Oslo Tokyo, Bengaluru, and Abu Dhabi.