Head of Rewards and Performance Strategy

Trend Micro•Irving, TX

About The Position

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 One™ 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.com About the Role: Human 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 comp 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 comp 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.

Requirements

8–12 years of progressive experience across HR, Total Rewards, Workforce Planning, or a combination — we care more about impact than title trajectory
Deep working knowledge of job grading methodologies (Mercer IPE, Radford, or equivalent) and global salary range architecture
Proven experience designing or overhauling compensation planning cycles, including merit, bonus, and equity processes
Strong HR analytics capability — comfortable building models, interpreting data, and presenting insights to senior business leaders
Experience working in or partnering with Business Operations, Finance, or Strategy functions is a meaningful differentiator
Background in B2B high-tech, cybersecurity, software, or similarly fast-moving, talent-competitive environments
Experience operating across multiple geographies, with Americas exposure strongly preferred
Proficiency with Workday or equivalent HRIS; experience with analytics tools (e.g., Tableau, Power BI, or similar) a plus
Demonstrated capability-building experience — whether through formal management, project leadership, or cross-functional influence
Bachelor’s degree required

Nice To Haves

MBA, Master’s in HR, or related field preferred.
CCP (Certified Compensation Professional) or equivalent is a plus, not a prerequisite

Responsibilities

Own the Total Rewards Design: Lead the design, governance, and continuous improvement of global compensation structure, job grading and bands that are competitive, equitable, and built to scale
Drive the annual compensation planning cycle end-to-end — from calibration to communication — and make it a process leaders and employees actually trust
Partner with HR leadership and Finance to develop rewards strategies that align pay with performance, growth, and business outcomes
Bring fresh thinking to variable pay, recognition, and non-monetary motivation — because compensation is not just a number on a paycheck
Stay ahead of market trends and ensure our total rewards philosophy evolves with the business, the talent market, and what people actually value
Turn People Data Into Business Insight: Build and own an HR analytics capability that goes beyond headcount reports — connect people data to business results in a language leaders understand
Develop dashboards, models, and narratives that help the business understand the ROI of its people investments — productivity, retention, engagement, performance distribution
Identify patterns and surface insights before they become problems — flag risk, gaps, and org health signals proactively
Partner with Business Operations to align HR metrics with company KPIs and make people analytics a core input to business planning
Make data accessible and meaningful for HR Business Partners so they can walk into leadership conversations armed with evidence, not instinct alone
Build Capability and Modernize Operations: Assess the current state of the rewards structure honestly — identify what’s working, what’s old school, and what needs to be rebuilt from scratch
Streamline 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 keep
Champion 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 touch
Build scalable playbooks, toolkits, and frameworks that enable HR Business Partners to advise leaders with confidence
Drive Global Alignment with Local Relevance: Operate at a global level while maintaining sensitivity to regional differences in labor markets, regulatory requirements, and cultural expectations around compensation and rewards
Partner with HR leaders across regions — including the global HR team in Taiwan — to ensure standards are consistent, compliant, and commercially grounded
Serve as the subject matter authority on total rewards for the Americas while contributing to global compensation strategy and governance
Navigate multi-country complexity across North and South America with a pragmatic, solutions-oriented mindset
Be a True Business Partner: Join 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 growth
Advise senior leaders on the relationship between compensation design, motivation, and performance — and challenge conventional thinking when the data supports a better approach
Partner with HRBPs to translate people analytics into leadership coaching and strategic workforce conversations
Represent Rewards & Performance in cross-functional forums including Business Operations, Finance, and Executive leadership