Senior Director, Talent & Rewards Strategy

Who We Are

Babylist is the leading registry, e-commerce, and content platform for growing families. More than 9 million people shop with Babylist every year, making it the go-to destination for seamless purchasing, trusted guidance, and expert product recommendations for new parents and the people who love them. What began as a universal registry has grown into a full ecosystem for new parents, including the Babylist Shop, Babylist Health, and a flagship showroom in Los Angeles. Hundreds of brands in baby and beyond partner with Babylist to engage meaningfully with families during one of life’s most important transitions. With over $1 billion in annual GMV, and more than $500 million in 2024 revenue, Babylist is reshaping the $320 billion baby product industry. We’re helping parents feel confident, connected, and cared for at every step. As we build the generational brand in baby, our mission remains simple: to connect growing families with everything they need to thrive.To learn more, visit www.babylist.com.

Our Ways of Working

Babylist thrives as a remote-first company, with HQ team members located across the U.S. and Canada. We meet in person twice a year—once as a company and once by department to strengthen the relationships that power our work. We show up consistently, stay purpose-driven, leverage AI to amplify our impact, and achieve results—together, from anywhere.

What the Role Is

At Babylist, we believe great companies are built by great people, and how you attract, reward, and retain talent is a true competitive advantage. The Senior Director, Talent & Rewards Strategy is a critical leadership role responsible for shaping how we hire, how we reward, and how we plan for growth in a thoughtful, disciplined, and future-focused way. This role leads both the Talent Acquisition and Total Rewards teams, with a mandate to deeply align recruiting, compensation, and benefits into one cohesive people strategy. The goal is to continue to attract exceptional talent, retain our best people, and scale Babylist responsibly as the business grows.

This leader will own corporate and executive compensation, oversee recruiting strategy and execution, and bring strong external market insight. They will have the ability to break down a problem and look at it differently than we have before so we aren’t just optimizing a process that’s worked well in the past but breaking it apart and reimagining what we need now. 

Why This Role Matters

This role sits at the intersection of how Babylist grows, how we compete for talent, and how we take care of the people building this company. The Senior Director, Talent & Rewards Strategy will help ensure we are hiring the right people, rewarding them thoughtfully, and building systems that scale with ambition, discipline, and care.

Who You Are

• Senior leadership experience owning both Talent Acquisition and Total Rewards, or deep expertise in one with strong working knowledge of the other

• Proven experience building and leading recruiting organizations with clear accountability and results

• Deep understanding of compensation strategy for corporate, engineering, and executive populations

• Experience working with external compensation consultants and navigating complex compensation decisions

• AI Aptitude especially as it relates to talent acquisition and total rewards programs

• Strong business and financial acumen

• Ability to translate complex recruiting and compensation concepts into clear, practical guidance

• Strategic thinker who is also hands-on and execution-oriented

• Comfortable operating in ambiguity and moving quickly to close gaps

• Clear, trusted communicator with executives, managers, recruiters, and employees
  
  

How You Will Make An Impact

Lead and Align Talent Acquisition & Total Rewards

• Lead the Talent Acquisition and Total Rewards teams with a unified strategy that connects hiring, compensation, benefits, and retention

• Close the gap between recruiting and compensation by ensuring recruiters can confidently and accurately represent our compensation and benefits offerings

• Partner closely with Finance, Legal, and People leadership to align headcount planning, compensation strategy, and business goals

• Design compensation and benefit programs that attract and retain top performers

• Be the connector connecting how we should craft Total Rewards to attract and retain the talent we want

Talent Acquisition Strategy &