<div class="content-intro"><p><strong>Who We Are:</strong></p> <p><strong>Alpaca is a US-headquartered, global leader in agent-first brokerage infrastructure </strong>for stocks, ETFs, options, crypto, fixed income, 24/5 trading, and more.<br><br>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.<br><br>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.<br><br><strong>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.</strong><br><br><strong>Our Team Members:</strong></p> <p>We're a dynamic team of 400+ globally distributed members who thrive working from our favorite places around the world, with teammates spanning the USA, Canada, Japan, Hungary, Nigeria, Brazil, the UK, and beyond!<br><br>We're searching for passionate individuals eager to contribute to Alpaca's rapid growth. If you align with our core values—Stay Curious, Have Empathy, and Be Accountable—and are ready to make a significant impact, we encourage you to apply.</p></div><h3><span style="font-size: 12pt;"><strong>Your Role:</strong></span></h3> <p>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.</p> <p>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. Those projects will often be analytical: turning messy data into decisions, standing up new processes, and helping the company scale how we hire, pay, and support people.</p> <p>You will work across regions, entities, and time zones — not as a single-country specialist. You will partner closely with People, Recruiting, Finance, and business leaders. You will be the person others come to for clean data, sound judgment, and a clear recommendation.</p> <p>The level (Manager vs. Senior Manager) will be determined by the depth of your experience and the scope you are ready to own.</p> <h2>Things You Get To Do</h2> <h3>Total Rewards</h3> <ul> <li>Own day-to-day compensation programs across a global, remote workforce, including base pay, variable pay, and equity-related processes.</li> <li>Partner with leaders on offers, promotions, leveling, and pay decisions so recommendations are consistent, market-aware, and aligned to our philosophy.</li> <li>Build and maintain job architecture, including job IDs, job families, levels, and titles, so hiring, pay, and reporting sit on a clean foundation.</li> <li>Price roles and refresh ranges using multiple market data sources, survey submissions, and internal data. Comfort working across imperfect, overlapping datasets is essential.</li> <li>Run or support compensation cycles (merit, bonus, equity, and related processes), including modeling, manager enablement, quality checks, and close-out reporting.</li> <li>Implement, configure, and support compensation platforms and related tools. You do not need to have used a specific vendor; you do need to have stood up or been a primary operator of a compensation system, and to keep it accurate as the company changes.</li> <li>Advise on global benefit structures and how they interact with total rewards. You will not be expected to be a benefits administrator in every country, but you should understand how benefit design, eligibility, and cost differ across markets and be able to partner with specialists, brokers, and vendors.</li> <li>Support pay equity, pay transparency, and related compliance work with practical analysis and process, not just policy language.</li> <li>Prepare clear materials for People leadership, Finance, and business stakeholders: range recommendations, cycle outcomes, cost models, and “what this means / what we should do.”</li> </ul> <h3>Recruiting Partnership</h3> <ul> <li>Support Recruiting with timely, usable data: ranges, leveling guidance, offer competitiveness, and exception context so offers can move in real time.</li> <li>Maintain job ID integrity as requisitions are opened, backfilled, and re-leveled. Keep the connection between the job catalog and how we hire clean and current.</li> <li>Help Recruiting and hiring managers make consistent decisions when a role does not map neatly to an existing job or market match.</li> </ul> <h3>Headcount Planning, Budgeting & M&A</h3> <p>In addition to core Total Rewards, you will:</p> <ul> <li>Own or partner on headcount planning with Finance and business leaders: