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Volta is a vertically integrated AI infrastructure platform backed by a $10B strategic partnership with a leading frontier AI lab, Series A funding from Andreessen Horowitz, and a $5B AI Infrastructure Fund. The company is building the infrastructure layer of the AI era, currently 100+ people across London, Palo Alto, and New York with rapid growth expectations.
As Head of Total Rewards, you will develop and deliver Volta's global reward strategy, ensuring compensation, equity, and benefits programs attract, retain, and motivate exceptional talent while maintaining governance, cost discipline, and compliance. This is a hands-on, build-from-the-ground-up role—Volta's first dedicated reward specialist—working closely with the VP of People and partnering with Finance, Talent Acquisition, and the Executive Team.
Key responsibilities include: developing and evolving global compensation philosophy and reward strategy; designing salary bands, job architecture, and market benchmarking frameworks; reviewing all new hire offers, promotions, and salary changes for consistency and competitiveness; serving as the reward escalation point for Talent Acquisition and hiring managers; owning benefits philosophy and designing global benefits strategy country by country; leading selection, negotiation, and rollout of benefits programs in new and existing markets; running day-to-day benefits administration across US, UK, and European jurisdictions; designing and delivering the annual salary and bonus review cycle; developing bonus frameworks and incentive schemes; setting and benchmarking equity grant guidelines; and ensuring compliance with global employment legislation including the EU Pay Transparency Directive.
You bring demonstrable experience owning compensation and benefits in a scaling technology or high-growth organization, with practical hands-on experience in both North American and European compensation and benefits. You have proven ownership of salary benchmarking (market pricing, range build and maintenance), experience running annual salary review cycles end-to-end with budget modeling, working knowledge of employee equity plans, strong stakeholder management skills, and excellent analytical abilities with comfort building and presenting reward data and commercial insight.
