Senior Director, Total Rewards

Peregrine is a company backed by leading Silicon Valley investors that helps public safety organizations and governments address societal challenges with speed and accuracy through its AI-enabled platform. The Senior Director, Total Rewards will architect and lead the team responsible for compensation, benefits, HR systems, and workforce analytics, shaping the employee experience to support the company's growth from hundreds to thousands of employees.

Responsibilities:

• Architect the strategy. Partner with leadership to define how we attract, reward, and retain the people who will build this company. Articulate the total rewards philosophy that balances market competitiveness with Peregrine's growth trajectory—one that evolves as we scale and helps us become a talent magnet across engineering, product, go-to-market, and G&A. Be the expert in the room on how compensation, benefits, and equity work together to drive the outcomes we need
• Build for scale. Design the infrastructure—systems, processes, frameworks, and team—that will support growth from 350 to 1,200+ global employees without becoming a bottleneck. It’s not just solving today's problems; it’s anticipating what breaks at 2x and 4x our current size and building ahead of it. Every decision should make the next phase of growth easier, not harder
• Create operational excellence. Establish the workflows, service standards, and integration points that let the People function operate with precision and speed. Managers should be able to make compensation decisions confidently. Employees should experience seamless lifecycle processes. Data should flow cleanly across systems. The goal is a function that runs so well and integrated that it is an accelerator to the business and a competitive advantage for the company
• Ground the work in culture. Peregrine's mission attracts a certain kind of person. Our rewards programs should reflect who we are and reinforce what we value—not just check competitive boxes. Benefits and programs should be designed to create genuine engagement and signal what it means to work here
• Turn data into insight. Build the analytics capability that helps leadership understand workforce health and make better decisions. This means dashboards and scorecards, yes—but more importantly, it means surfacing the insights that matter before anyone asks for them. Create visibility into compensation competitiveness, retention risk, and the leading indicators that predict where we're headed
• Partner at the leadership level. Serve as a strategic partner to the executive team on all things related to how we invest in people. Contribute to board materials and executive compensation discussions. Influence how leadership thinks about talent as a strategic asset—bringing data, market perspective, and a clear point of view
• Build and lead a team of experts. Hire and develop specialists across compensation, benefits, people operations, and HR systems. Create a high-performing team known for excellence and partnership—one that others across the company want to work with