From Fivetran’s founding until now, our mission has remained the same: to make access to data as simple and reliable as electricity. With Fivetran, customer data arrives in their warehouses, canonical and ready to query, with no engineering or maintenance required. We’re proud that more organizations continue to leverage our technology every day to become truly data-driven.

About Us

Fivetran and dbt Labs have come together to build the foundation of the modern data platform, helping thousands of organizations move, transform, and trust their data. As a combined company, we're past $700M in ARR, with more than 2,500 full-time employees across more than two dozen countries, and we're still in growth mode.

We're building a durable, enduring company. A public offering is on our path, but it isn't the finish line. We're looking for leaders who want to build something that lasts well beyond any single milestone.

About the Role

We're looking for a Vice President of Total Rewards & People Operations to lead global compensation, benefits, and people operations for the combined company. This is a senior leadership role for a proven people leader. You'll build and lead a high-performing, diverse team, and you'll design the rewards and operational foundation that supports our next stage of scale.

You'll partner closely with our executive team and serve as a direct liaison to the Compensation Committee and Board of Directors. You'll bring clarity and sound judgment to some of the most important decisions we make about our people. You'll also build a people operations function that scales through great systems and tools rather than headcount. And you'll invest in your team so they use those tools strategically, not just efficiently.

Most of all, you'll help create an employee experience that feels genuinely special and maintains fairness, at global scale.

This is a full-time remote position based out of the US.

What You'll Do

Lead and build an exceptional team

Lead, develop, and inspire a global team across compensation, benefits, people operations, and HR systems. Set a high bar for performance, growth, and inclusion.

Build a high-performing organization with clear ownership, strong accountability, and a culture of transparency. Invest in your team's development so they become highly strategic operators and advisors to the business.

Own global compensation strategy

Own compensation philosophy, structure, and programs for all employees, including base pay, variable pay, and equity.

Lead executive compensation strategy and serve as the primary liaison to the Compensation Committee and Board. Prepare materials, advise on program design, and work with external compensation consultants and counsel.

Design and evolve equity programs appropriate. This includes equity guidelines, refresh strategy, burn rate and dilution management, and future plans.

Bring pay practices up to public-company standards, including governance, disclosure readiness, and pay equity analysis. Keep compliance current with evolving pay transparency laws across jurisdictions.

Lead global benefits at scale

Own the global benefits strategy across more than two dozen countries, balancing competitiveness, equity across geographies, cost discipline, and local compliance.

Manage broker, carrier, and vendor relationships, and bring rigor to renewals, plan design, and program effectiveness.

Harmonize benefits across the combined organization in a thoughtful, well- communicated way.

Build scalable, tech-forward people operations

Lead people operations, HRIS, and people systems strategy. Build a highly efficient function that scales through tools, automation, and AI rather than proportional headcount growth.

Own the global employee lifecycle, from onboarding through offboarding. Make it consistent, compliant, and memorable for employees.

Drive data integrity and people analytics that help leaders make faster, better decisions.

Partner with Finance, Legal, and IT on payroll, global employment entities and EOR strategy, and internal controls.

Be a strategic partner to the business

Advise the executive team on rewards and operational decisions with pragmatism and speed, always tied to business outcomes.

Translate complex tradeoffs into clear recommendations, and make decisions decisively.

Communicate with employees transparently and directly about how and why we reward people the way we do.

What You'll Bring

10+ years of progressive experience in total rewards or people operations, including significant time leading these functions at the VP level or equivalent.

A track record as an established, mature people leader who has built and scaled high-performing, efficient teams.

Deep experience owning employee and executive compensation, including direct work with a Compensation Committee and Board of Directors.

Experience leading global benefits across many countries in a complex, multinational environment.

Experience overseeing people operations and HR technology, with a strong point of view on building functions that scale through systems.

Strong enterprise experience at a company of our size or larger, ideally in high-growth B2B software or technology.

How You Operate

Authentic and direct. You say what you mean, build trust through candor, and model transparency for your team and the company.

Fast and decisive. You move with urgency, make clear calls with imperfect information, and adjust quickly when needed.

Wise and pragmatic. You bring deep expertise and sound logic, and you know when "great and shipped" beats "perfect and pending."

People-first leader. You measure your success by the strength of your team and the experience of our employees.

Builder's mindset. You're energized by growth and focused on building for the long term, not a single milestone.

#LI-REMOTE #LI-SR1

The compensation range displayed on this job posting reflects the minimum and maximum target for new hire compensation for the target position and level, and may include sales incentives or target bonuses depending on the role. Our compensation ranges are determined by role, level, and location. Our job titles may span more than one career level. Within the range, individual compensation is determined by additional factors, including job-related skills, experience, relevant education or training, business need, market demands. The compensation range is subject to change and may be modified in the future. Your recruiter can share more about the specific compensation range for your location during the hiring process.

Pay Range $239,129 — $298,911.50 USD

Perks and Benefits

100% employer-paid medical insurance *

Generous paid time away from work, including paid vacation or flexible/unlimited vacation depending on role and country, plus paid sick time, inclusive parental leave, paid holidays, including a year-end Global Week of Rest, and volunteer days off.

RSU stock grants*

Professional development and training opportunities

Company virtual happy hours, free food, and fun team-building activities

Monthly cell phone stipend

Access to an innovative mental health support platform that offers personalized care and resources in areas such as: therapy, coaching, and self-g