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 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

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.

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

• You 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 exercise

• You are analytically strong and intellectually curious — you ask “why” before you ask “how” and you use data to challenge assumptions, not just confirm them

• You build capability in others naturally — you invest in your team, coach your peers, and leave processes better than you found them

• You have a high tolerance for ambiguity and a low tolerance for unnecessary complexity — you simplify, you clarify, you move

• You 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 Taipei

• You are a skilled communicator who can translate dense analytics into clear, compelling stories for senior audiences

• You believe HR should earn its influence through business impact, not organizational authority

• You’re energized by building things — frameworks, teams, capabilities, cultures — and you’re not intimidated by starting from a blank page

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

• You’ll have the mandate to build something — not maintain something someone else built

• You’ll work with a global HR team that values boldness, business acumen, and people who push back with evidence

• Your 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 scale

• You’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 conflict

• Dallas is your home base — global is your playground

Be 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).

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