Total Rewards Specialist

Reporting to the Total Rewards Lead, you will transform raw data into clear, actionable compensation strategies, eliminating friction and moving with the urgency that our growth demands.

What you'll do:

• Design and evolve Clara’s regional compensation structures, equity programs, and variable incentive plans to drive high performance and internal equity.
• Own market salary alignment by leading continuous benchmarking initiatives, ensuring our salary ranges are accurately positioned against top market competitors in real time.
• Scale and automate compensation and benefits data analysis, utilizing advanced data models to replace manual tracking with scalable, automated dashboards.
• Structure and audit regional benefits programs, ensuring operational excellence, cost-efficiency, and high value for our teams in a hybrid environment.
• Enable clarity and transparency by building simple, data-backed documentation that helps hiring managers and leaders make swift, objective talent decisions

We're looking for someone who meets the minimum requirements to be considered for the role. The preferred qualifications are a bonus, not a requirement.

Who you are:

• 4+ years of experience leading compensation and benefits analysis, ideally within high-growth tech, fintech, or fast-paced corporate environments.
• Advanced data analysis and data modeling skills (expert spreadsheet proficiency).
• Demonstrated ability or a genuine interest in using AI tools to automate benchmarking workflows, analyze market data, or draft internal policies to increase output.
• Working proficiency in English and Spanish (as you will interact with regional and global stakeholders).
• Excellent verbal and written communication skills, with the ability to translate complex financial and compensation data into simple, digestible insights.
• Adaptability to fast-changing, high-growth environments and a strong sense of Ownership.

Nice to haves:

• Ability to independently draw insights from data using Metabase or SQL, reducing dependency on static HRIS reports.
• Basic proficiency in Portuguese, or a desire to learn, to better collaborate with our team in Brazil.
• A good sense of humor.

At Clara, you’ll have the autonomy, speed, and support to make meaningful impact — not just on your team, but on how organizations are run across Latin America.

• We’re the leading B2B fintech for spend management in Latin America.

• Certified as one of the world's fastest-growing companies, a Great Place to Work, and a LinkedIn Top Startup.

• Passionate about making Latin America more prosperous and competitive.

• Constantly innovating to build financial infrastructure that enables each of our customers to thrive.

• Product-led, high-talent-density culture — designed for builders who raise the bar.

• Proud of our open, inclusive, and values-driven environment.

• #Clarity. We say things clearly, directly, and proactively.

• #Simplicity. We reduce noise to focus on what really matters.

• #Ownership. We take responsibility and never wait to be told.

• #Pride. We build products and experiences we’re proud of.

• #Always Be Changing (ABC). We grow through feedback, risk-taking, and action.

• #Inclusivity. Every voice counts. Everyone contributes to our mission.

• Competitive salary and stock options (ESOP) from day one

• Multicultural team with daily exposure to Portuguese, Spanish, and English (our corporate language)

• Annual learning budget and internal accelerated development paths

• High-ownership environment: we move fast, learn fast, and raise the bar — together

• Smart, ambitious teammates — low ego, high impact

• Flexible vacation and hybrid work model focused on results

If you’re ready for growth, ownership, and impact — apply now and help us redefine B2B finance in Latin America.

Claridians in a hybrid mode split their time between working from the office, talking to or visiting customers, or working from home. This hits a balance between bringing people together for in-person collaboration and learning from each other, while supporting flexibility about how to do this in a way that makes sense for each individual and team.

We don't enforce a minimum number of days for most roles, but you're expected to spend time at the office organically, and be at the office most days during your ramp-up or when required by your leader.