Head of Rewards and Performance Strategy

Trend Micro, a global cybersecurity leader, helps make the world safe for exchanging digital information across enterprises, governments, and consumers.Fueled by decades of security expertise, global threat research, and continuous innovation, Trend harnesses AI to protect organizations and individuals across clouds, networks, devices, and endpoints.The Trend Vision OneTM enterprise cybersecurity platform accelerates proactive security outcomes by predicting and preventing threats across the entire digital estate and environments like AWS, Google, Microsoft, and NVIDIA.Proactive security starts here. TrendMicro.comAbout The RoleHuman Resources at most companies means keeping the lights on. Here, it means something bigger.We're looking for a leader who can connect the dots between how we reward people and how the business actually performs. Someone who can reimagine a legacy compensation structure into an outcome‐driven reward architecture that runs on the philosophy that people deserve to be recognized for the capabilities and impact they bring. We see the connection between reward and performance not just an HR problem, but a business problem worth solving with creativity, data, and conviction.This role sits at the intersection of total compensation, HR analytics, and organizational effectiveness. You'll work globally, influence cross‐functionally, and build capability in a team that is evolving from textbook HR into a true business enabler. You'll be the person leaders call when they need to understand why attrition is up in one region, whether their compensation structure is competitive enough to close top talent, or how to build a rewards philosophy that actually motivates people — not just retains them.We don't need someone who has only lived inside Compensation & Benefits. We need someone who understands the principles deeply — and can apply them in ways that feel modern, human, and commercially intelligent.What You'll DoOwn the Total Rewards DesignLead the design, governance, and continuous improvement of global compensation structure, job grading and bands that are competitive, equitable, and built to scaleDrive the annual compensation planning cycle end‐to‐end — from calibration to communication — and make it a process leaders and employees actually trustPartner with HR leadership and Finance to develop rewards strategies that align pay with performance, growth, and business outcomesBring fresh thinking to variable pay, recognition, and non‐monetary motivation — because compensation is not just a number on a paycheckStay ahead of market trends and ensure our total rewards philosophy evolves with the business, the talent market, and what people actually valueTurn People Data Into Business InsightBuild and own an HR analytics capability that goes beyond headcount reports — connect people data to business results in a language leaders understandDevelop dashboards, models, and narratives that help the business understand the ROI of its people investments — productivity, retention, engagement, performance distributionIdentify patterns and surface insights before they become problems — flag risk, gaps, and org health signals proactivelyPartner with Business Operations to align HR metrics with company KPIs and make people analytics a core input to business planningMake data accessible and meaningful for HR Business Partners so they can walk into leadership conversations armed with evidence, not instinct aloneBuild Capability And Modernize OperationsAssess the current state of the rewards structure honestly — identify what's working, what's old school, and what needs to be rebuilt from scratchStreamline and automate HR processes where technology can free up bandwidth for higher‐value work — and be willing to retire processes that no longer earn their keepChampion AI and modern HR tools as a way to enhance decision‐making, personalize the employee experience, and operate at global scale without losing the human touchBuild scalable playbooks, toolkits, and frameworks that enable HR Business Partners to advise leaders with confidenceDrive Global Alignment With Local RelevanceOperate at a global level while maintaining sensitivity to regional differences in labor markets, regulatory requirements, and cultural expectations around compensation and rewardsPartner with HR leaders across regions — including the global HR team in Taiwan — to ensure standards are consistent, compliant, and commercially groundedServe as the subject matter authority on total rewards for the Americas while contributing to global compensation strategy and governanceNavigate multi‐country complexity across North and South America with a pragmatic, solutions‐oriented mindsetBe a True Business PartnerJoin business conversations as a peer, not a support function — understand what drives growth, where people productivity gaps exist, and how HR levers can impact revenue growthAdvise senior leaders on the relationship between compensation design, motivation, and performance — and challenge conventional thinking when the data supports a better approachPartner with HRBPs to translate people analytics into leadership coaching and strategic workforce conversationsRepresent Rewards & Performance in cross‐functional forums including Business Operations, Finance, and Executive leadershipWho You AreYou understand compensation and rewards deeply — but you're not defined by them. You're as comfortable in a business strategy conversation as you are in a salary range modeling exerciseYou are analytically strong and intellectually curious — you ask "why" before you ask "how" and you use data to challenge assumptions, not just confirm themYou build capability in others naturally — you invest in your team, coach your peers, and leave processes better than you found themYou have a high tolerance for ambiguity and a low tolerance for unnecessary complexity — you simplify, you clarify, you moveYou operate with global awareness and cultural intelligence — you understand that what motivates someone in Austin is not always what motivates someone in São Paulo or TaipeiYou are a skilled communicator who can translate dense analytics into clear, compelling stories for senior audiencesYou believe HR should earn its influence through business impact, not organizational authorityYou're energized by building things — frameworks, teams, capabilities, cultures — and you're not intimidated by starting from a blank pageWhat You Bring8–12 years of progressive experience across HR, Total Rewards, Workforce Planning, or a combination — we care more about impact than title trajectoryDeep working knowledge of job grading methodologies (Mercer IPE, Radford, or equivalent) and global salary range architectureProven experience designing or overhauling compensation planning cycles, including merit, bonus, and equity processesStrong HR analytics capability — comfortable building models, interpreting data, and presenting insights to senior business leadersExperience working in or partnering with Business Operations, Finance, or Strategy functions is a meaningful differentiatorBackground in B2B high‐tech, cybersecurity, software, or similarly fast‐moving, talent‐competitive environmentsExperience operating across multiple geographies, with Americas exposure strongly preferredProficiency with Workday or equivalent HRIS; experience with analytics tools (e.g., Tableau, Power BI, or similar) a plusDemonstrated capability‐building experience — whether through formal management, project leadership, or cross‐functional influenceBachelor's degree required; MBA, Master's in HR, or related field preferred. CCP (Certified Compensation Professional) or equivalent is a plus, not a prerequisiteWhy This RoleYou'll have the mandate to build something — not maintain something someone else builtYou'll work with a global HR team that values boldness, business acumen, and people who push back with evidenceYour work will be visible — the comp structures you build, the analytics you generate, and the capability you develop will shape how this company attracts, retains, and motivates talent at scaleYou'll operate in an environment that works hard, celebrates wins, and believes that being a great professional and a whole human being are not in conflictDallas is your home base — global is your playgroundBe Passionate. Be Innovative. Be a Trender.This position does not offer sponsorship for work permit applications or renewals, either now or in the future. Candidates must be authorized to work in the U.S. without the need for employment‐based visa sponsorship, both currently and moving forward. The company will not sponsor applicants for U.S. work visa status for this role (including, but not limited to, H‐1B, L‐1, TN, O‐1, E‐3, H‐1B1, F‐1, J‐1, OPT, CPT, or any other employment‐based visa).At Trend Micro, we embrace change, empower people, and encourage innovation in a connected world. Our diversity and multicultural workforce are key contributing factors to our success across the globe. Trend Micro provides equal employment opportunity for all applicants and employees. Trend Micro does not unlawfully discriminate on the basis of race, color, religion, sex, pregnancy and childbirth or related medical conditions, national origin, ancestry, age, physical or mental disability, medical condition, family care leave status, veteran status, marital status, sexual orientation, or gender identity.#J-18808-Ljbffr