The salary range provided reflects the compensation that EvenUp reasonably expects to offer for this role. The specific salary within this range will be determined based on various factors, including the candidate's relevant experience, education, skills, location, and alignment with the role's responsibilities.

EvenUp is on a mission to close the justice gap using technology and AI. We empower personal injury lawyers and victims to get the justice they deserve. Our products enable law firms to secure faster settlements, higher payouts, and better outcomes for victims injured through no fault of their own in vehicle collisions, accidents, natural disasters, and more.

We are one of the fastest-growing vertical SaaS companies in history, and we are just getting started. EvenUp is backed by top VCs, including Bessemer Venture Partners, Bain Capital Ventures, SignalFire, and Lightspeed. We are looking to expand our team with talented, driven, and collaborative individuals who seek to have a lasting impact. Learn more at www.evenuplaw.com.

EvenUp is searching for a strategic yet execution-oriented Total Rewards & People Analytics Leader to scale our compensation philosophy and data-driven people strategy. This high-visibility role reports to our VP of People and requires a leader who can balance long-term, innovative thinking with strong, immediate execution.

You will be the architect of our compensation programs and the driving force behind our people data strategy. This is an ideal role for someone who thrives in a fast-paced environment and wants to make a tangible impact during a critical phase of company growth.

What You’ll Do

Compensation Strategy & Operations: Architecting a Fair & Competitive Foundation

• Design and Evolve Frameworks: Own and continuously refine EvenUp’s global total rewards framework, including job architecture, leveling, strategic benchmarking and geographic pay bands, ensuring internal equity and external competitiveness.

• Lead Key Cycles: Drive company-wide compensation cycles (merit increases, promotions, equity refreshes), implementing best practices to ensure fairness, transparency, and strategic alignment with business goals.

• Expert Consulting: Serve as the trusted advisor to leaders, hiring managers, and recruiters on complex compensation decisions for new hires and transfers, providing data-backed recommendations.

• Financial Partnership: Collaborate closely with the Finance team on headcount and compensation planning to meet our business goals in a fiscally responsible manner.

People Analytics & Insights: Turning Data into Actionable Strategy

• Build the Analytics Engine: Develop scalable people analytics dashboards and reporting that provide actionable insights into key metrics such as hiring velocity, retention drivers, engagement trends, and organizational health.

• Ensure Data Integrity: Partner with People Operations to maintain the highest data quality and consistent entry standards within our HR systems (Rippling), ensuring "zero-defect" work.

• Elevate Reporting: Leverage tools like Metabase and Tableau to develop sophisticated insights for the leadership team and board-level reporting.

• Drive Strategic Reporting: Lead quarterly reporting and analysis on engagement, retention, and key organizational health metrics to inform business strategy.

Cross-Functional Leadership & Enablement: Driving Alignment Across the Business

• Strategic Alignment: Partner closely with Finance, Recruiting, and People Business Partners to ensure all compensation and analytics programs are fully aligned with company objectives and culture.

• Communicate with Impact: Translate complex compensation structures and data findings into clear, compelling narratives for business leaders and all employees, fostering transparency and understanding.

• Establish Trust & Process: Build trust across stakeholders through accuracy, thoughtful recommendations, and by establishing scalable processes and systems that enable informed, data-driven people decisions as we continue to grow.

What You’ll Bring

• Experience: 6+ years of progressive experience in compensation design, operations, and people analytics, ideally within high-growth tech companies (Series D or later stage preferred).

• Deep Domain Expertise: In-depth knowledge of compensation frameworks, job leveling methodologies, benchmarking practices, and complex equity programs (options, RSUs, etc.).

• Technical Prowess: Experience with people analytics tools and frameworks (e.g., Tableau, Metabase or similar).

• Analytical Rigor: Strong analytical skills and expert-level proficiency in Excel/Google Sheets; experience with our core systems like Rippling (HRIS) or Ashby (ATS) is a plus.

• Execution Mindset: A critical balance of strategic thinking and hands-on execution—you can architect sophisticated programs and also roll up your sleeves to build them from scratch.

• Ownership: Exceptional attention to detail and commitment to accuracy

• Autonomy: Comfortable operating autonomously and driving initiatives in a fast-paced, high-standards environment.

Why EvenUp?

• Build, Don't Maintain: This is a rare opportunity to scale compensation and analytics foundation during a period of rapid, exciting growth. Your impact will be immediate and lasting.

• High Visibility & Impact: Your work will directly shape our compensation strategy and embed data-driven decision-making into the DNA of the company.

• Growth Potential: Opportunity to grow into a formal leadership role as the team and company scales (e.g., building out a team of analysts or compensation specialists).

• Mission-Driven Work: Work at the intersection of AI and access to justice, leveraging cutting-edge technology to help modernize an industry that impacts millions of Americans each year.

Notice to Candidates:

EvenUp has been made aware of fraudulent job postings and unaffiliated third parties posing as our recruiting team – please know that we have no affiliation or connection to these situations. We only post open roles on our career page (evenuplaw.com/careers) or reputable job boards like our official LinkedIn or Indeed pages, and all official EvenUp recruitment emails will come from the domains @evenuplaw.com, @evenup.ai, @ext-evenuplaw.com, no-reply@ashbyhq.com or no‑reply@canditech.io email addresses.

To ensure fairness and proper consideration, we do not accept resumes or expressions of interest via email or social media messages. If you’re interested in a role, please submit your application directly through our careers page.

If you receive communication from someone you believe is impersonating EvenUp, please report it to us at talent-ops-team@evenuplaw.com. Examples of fraudulent domains include “careers-evenuplaw.com” and “careers-evenuplaws.com”.

Benefits & Perks:

As part of our total rewards package, we offer attractive benefits and perks to our employees, including:

• Choice of medical, dental, and vision insurance plans for you and your family

• Additional insurance coverage options for life, accident, or critical illness

• Flexible paid time off, sick leave, short-term and long-term disability

• 10 US observed holidays, and Canadian statutory holidays by province

• A home office stipend

• 401(k) for US-based employees and RRSP for Canada-based employees

• Paid parental leave

• A local in-person meet-up program

• Hubs in San Francisco and Toronto

Please note the above benefits & perks are for full-time employees

EvenUp is an equal opportunity employer. We are committed to diversity and inclusion in our company. We do not discriminate based on race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.

Compensation Range: $170K - $240K