QuantumScape is on a mission to transform energy storage with solid-state lithium-metal battery technology. The company’s next-generation batteries are designed to enable greater energy density, faster charging and enhanced safety to support the transition away from legacy energy sources toward a lower carbon future. About the Team: QS’s People &amp; Culture team partners across the business to build the programs, systems, and culture that support our mission to bring next-generation battery technology to market. As we scale, we’re investing in a dedicated Total Rewards function to own compensation strategy, the annual focal cycle, and partner closely with our Benefits lead to ensure our reward programs are competitive, equitable, and easy to administer. What we need: The Sr. Manager, Total Rewards leads Total Rewards execution and day-to-day management for QS, compensation, benefits, and immigration/mobility, as a unified function, in partnership with and under the direction of the Director, People &amp; Culture, who retains overall strategic ownership of Total Rewards. This includes managing base pay structures, incentive and equity programs, job architecture/leveling, market pricing, pay equity analysis, and the annual performance &amp; focal (merit, bonus, equity refresh) cycle, as well as benefits strategy/administration and immigration/mobility, managed through direct people management of the Benefits &amp; Immigration team member.  The ideal candidate brings deep compensation and benefits expertise, strong program ownership, and the judgment to operate independently across a broad, cross-functional scope. What you’ll do: Total Rewards: Compensation, Equity &amp; Benefits<ul style="margin-bottom:0.0in;margin-top:0.0px;"><li style="margin:0.0in 0.0in 0.0in 0.0px;line-height:115%;font-size:12.0pt;font-family:arial , helvetica , sans-serif;">Partner with the Director as an active thought partner on compensation strategy - market positioning, pay equity analysis, and job architecture.</li><li style="margin:0.0in 0.0in 0.0in 0.0px;line-height:115%;font-size:12.0pt;font-family:arial , helvetica , sans-serif;">Own Radford benchmarking submissions and market data analysis, translating findings into actionable recommendations for the Director and leadership.</li><li style="margin:0.0in 0.0in 0.0in 0.0px;line-height:115%;font-size:12.0pt;font-family:arial , helvetica , sans-serif;">Build and maintain job code administration and ensure the job architecture framework is accurate, consistent, and current.</li><li style="margin:0.0in 0.0in 0.0in 0.0px;line-height:115%;font-size:12.0pt;font-family:arial , helvetica , sans-serif;">Lead day-to-day execution of the annual compensation cycle - merit, equity refresh, and promotions - in partnership with the Director and Finance.</li><li style="margin:0.0in 0.0in 0.0in 0.0px;line-height:115%;font-size:12.0pt;font-family:arial , helvetica , sans-serif;">Advise PBPs, Talent team, and managers on compensation decisions within established guidelines.</li><li style="margin:0.0in 0.0in 0.0in 0.0px;line-height:115%;font-size:12.0pt;font-family:arial , helvetica , sans-serif;">Oversee health, welfare, and retirement benefits programs, including annual renewal, vendor management, broker relationships, and open enrollment.</li><li style="margin:0.0in 0.0in 0.0in 0.0px;line-height:115%;font-size:12.0pt;font-family:arial , helvetica , sans-serif;">Oversee leave of absence administration - FMLA, CFRA, PDL, and company leave programs - ensuring compliant, consistent, and empathetic handling of employee leaves.</li><li style="margin:0.0in 0.0in 0.0in 0.0px;line-height:115%;font-size:12.0pt;font-family:arial , helvetica , sans-serif;">Oversee workers' compensation administration, including claims management, carrier and TPA coordination, and return-to-work programs in partnership with EHS.</li><li style="margin:0.0in 0.0in 8.0pt 0.0px;line-height:115%;font-size:12.0pt;font-family:arial , helvetica , sans-serif;">Build total rewards communication and education materials that help employees understand the full value of pay, equity, and benefits.</li></ul> Performance Management &amp; People Programs<ul style="margin-bottom:0.0in;margin-top:0.0px;"><li style="margin:0.0in 0.0in 0.0in 0.0px;line-height:115%;font-size:12.0pt;font-family:arial , helvetica , sans-serif;">Own the end-to-end performance management program including review cycle administration, calibration support, and HRIS configuration.</li><li style="margin:0.0in 0.0in 0.0in 0.0px;line-height:115%;font-size:12.0pt;font-family:arial , helvetica , sans-serif;">Ensure the performance process is executed consistently and on time in partnership with PBPs and leadership.</li><li style="margin:0.0in 0.0in 8.0pt 0.0px;line-height:115%;font-size:12.0pt;font-family:arial , helvetica , sans-serif;">Provide oversight of people programs - recognition, wellness, and culture initiatives  in partnership with the Director, ensuring programs are intentional, consistent, and connected to people strategy.</li></ul> Team Leadership &amp; People Management<ul style="margin-bottom:0.0in;margin-top:0.0px;"><li style="margin:0.0in 0.0in 0.0in 0.0px;line-height:115%;font-size:12.0pt;font-family:arial , helvetica , sans-serif;">Directly manage the Benefits team member and the Workers' Compensation &amp; Leave of Absence team member - setting clear expectations, coaching to leveling frameworks, and addressing performance gaps directly.</li><li style="margin:0.0in 0.0in 0.0in 0.0px;line-height:115%;font-size:12.0pt;font-family:arial , helvetica , sans-serif;">Build a team culture of ownership, proactive communication, and continuous improvement.</li><li style="margin:0.0in 0.0in 8.0pt 0.0px;line-height:115%;font-size:12.0pt;font-family:arial , helvetica , sans-serif;">Partner with the Director on performance management and comp decisions for direct reports.</li></ul> Process &amp; Compliance<ul style="margin-bottom:0.0in;margin-top:0.0px;"><li style="margin:0.0in 0.0in 0.0in 0.0px;line-height:115%;font-size:12.0pt;font-family:arial , helvetica , sans-serif;">Ensure all owned functions operate in compliance with applicable laws, policies, and audit requirements  including ERISA, ACA, and federal and state leave and workers' compensation requirements, plus 5500 filings and nondiscrimination testing.</li><li style="margin:0.0in 0.0in 0.0in 0.0px;line-height:115%;font-size:12.0pt;font-family:arial , helvetica , sans-serif;">Identify inefficiencies and drive sustainable process improvements across total rewards and people programs.</li><li style="margin:0.0in 0.0in 8.0pt 0.0px;line-height:115%;font-size:12.0pt;font-family:arial , helvetica , sans-serif;">Partner with Legal, Finance, and PBPs on cross-functional matters as they arise.</li></ul> Skills you’ll need: <ul style="margin-bottom:0.0in;margin-top:0.0px;"><li style="margin:0.0in 0.0in 0.0in 0.0px;line-height:115%;font-size:12.0pt;font-family:arial , helvetica , sans-serif;">6-8 years of progressive HR experience with 4-6 years in a people management or team lead capacity.</li><li style="margin:0.0in 0.0in 0.0in 0.0px;line-height:115%;font-size:12.0pt;font-family:arial , helvetica , sans-serif;">Strong total rewards expertise including hands-on Radford or Mercer benchmarking, job architecture, pay equity analysis, and comp cycle administration required.</li><li style="margin:0.0in 0.0in 0.0in 0.0px;line-height:115%;font-size:12.0pt;font-family:arial , helvetica , sans-serif;">Experience owning benefit programs end to end including annual renewal, open enrollment, and vendor management, plus leave of absence and workers' compensation administration in a multi-state environment.</li><li style="margin:0.0in 0.0in 0.0in 0.0px;line-height:115%;font-size:12.0pt;font-family:arial , helvetica , sans-serif;">Hands-on SuccessFactors experience required, including Compensation and Performance &amp; Goals module configuration; experience with additional HRIS platforms a plus.</li><li style="margin:0.0in 0.0in 0.0in 0.0px;line-height:115%;font-size:12.0pt;font-family:arial , helvetica , sans-serif;">Strong analytical skills and ability to translate market data into compensation recommendations and present findings to leadership.</li><li style="margin:0.0in 0.0in 0.0in 0.0px;line-height:115%;font-size:12.0pt;font-family:arial , helvetica , sans-serif;">Sound judgment on when to resolve vs. escalate; able to operate independently across a broad scope.</li><li style="margin:0.0in 0.0in 0.0in 0.0px;line-height:115%;font-size:12.0pt;font-family:arial , helvetica , sans-serif;">Excellent communication and organizational skills; collaborative by nature with Finance, PBPs, and business stakeholders.</li><li style="margin:0.0in 0.0in 8.0pt 0.0px;line-height:115%;font-size:12.0pt;font-family:arial , helvetica , sans-serif;">Bachelor's degree in Human Resources, Business, or a related field, or equivalent experience.</li></ul> Onsite: This position is required to work onsite 4 days per week to meet the minimum essential duties and requirements of this position.  As an on-site R&amp;D and manufacturing operations organization, in-person face to face interaction is essential to building authentic relationships, trust, teamwork, and collaboration.  Compensation &amp; Benefits: Expected salary range for this role is from $154,000 to $234,000 and a final salary will be determined by the candidate's experience, educational background and internal equity.. QuantumScape also offers an annual bonus and a generous RSU/Equity package as part of its compensation plan. In addition, we do offer a tremendous benefits plan including employee paid health care, Employee Stock Purchase Plan (ESPP), and other benefits.  We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive benefits and privileges of employment. Please contact us to request an accommodation.

<h1>QuantumScape is a leader in the development of next generation solid-state lithium-metal batteries for use in electric vehicles. The company’s mission is to revolutionize energy storage to enable a sustainable future.</h1><iframe src="https://player.vimeo.com/video/466298136" width="640" height="360" frameborder="0" allowfullscreen="true"></iframe><h1>Join our team</h1>Do you want to help build one of the most critical parts of the future energy economy? Come join us on our mission as we revolutionize energy storage to enable a sustainable future.

Sr. Manager, Total Rewards

QuantumScape is on a mission to transform energy storage with solid-state lithium-metal battery technology. The company’s next-generation batteries are designed to enable greater energy density, faster charging and enhanced safety to support the transition away from legacy energy sources toward a lower carbon future. About the Team: QS’s People &amp; Culture team partners across the business to build the programs, systems, and culture that support our mission to bring next-generation battery technology to market. As we scale, we’re investing in a dedicated Total Rewards function to own compensation strategy, the annual focal cycle, and partner closely with our Benefits lead to ensure our reward programs are competitive, equitable, and easy to administer. What we need: The Sr. Manager, Total Rewards leads Total Rewards execution and day-to-day management for QS, compensation, benefits, and immigration/mobility, as a unified function, in partnership with and under the direction of the Director, People &amp; Culture, who retains overall strategic ownership of Total Rewards. This includes managing base pay structures, incentive and equity programs, job architecture/leveling, market pricing, pay equity analysis, and the annual performance &amp; focal (merit, bonus, equity refresh) cycle, as well as benefits strategy/administration and immigration/mobility, managed through direct people management of the Benefits &amp; Immigration team member.  The ideal candidate brings deep compensation and benefits expertise, strong program ownership, and the judgment to operate independently across a broad, cross-functional scope. What you’ll do: Total Rewards: Compensation, Equity &amp; Benefits<ul><li>Partner with the Director as an active thought partner on compensation strategy - market positioning, pay equity analysis, and job architecture.</li><li>Own Radford benchmarking submissions and market data analysis, translating findings into actionable recommendations for the Director and leadership.</li><li>Build and maintain job code administration and ensure the job architecture framework is accurate, consistent, and current.</li><li>Lead day-to-day execution of the annual compensation cycle - merit, equity refresh, and promotions - in partnership with the Director and Finance.</li><li>Advise PBPs, Talent team, and managers on compensation decisions within established guidelines.</li><li>Oversee health, welfare, and retirement benefits programs, including annual renewal, vendor management, broker relationships, and open enrollment.</li><li>Oversee leave of absence administration - FMLA, CFRA, PDL, and company leave programs - ensuring compliant, consistent, and empathetic handling of employee leaves.</li><li>Oversee workers' compensation administration, including claims management, carrier and TPA coordination, and return-to-work programs in partnership with EHS.</li><li>Build total rewards communication and education materials that help employees understand the full value of pay, equity, and benefits.</li></ul> Performance Management &amp; People Programs<ul><li>Own the end-to-end performance management program including review cycle administration, calibration support, and HRIS configuration.</li><li>Ensure the performance process is executed consistently and on time in partnership with PBPs and leadership.</li><li>Provide oversight of people programs - recognition, wellness, and culture initiatives  in partnership with the Director, ensuring programs are intentional, consistent, and connected to people strategy.</li></ul> Team Leadership &amp; People Management<ul><li>Directly manage the Benefits team member and the Workers' Compensation &amp; Leave of Absence team member - setting clear expectations, coaching to leveling frameworks, and addressing performance gaps directly.</li><li>Build a team culture of ownership, proactive communication, and continuous improvement.</li><li>Partner with the Director on performance management and comp decisions for direct reports.</li></ul> Process &amp; Compliance<ul><li>Ensure all owned functions operate in compliance with applicable laws, policies, and audit requirements  including ERISA, ACA, and federal and state leave and workers' compensation requirements, plus 5500 filings and nondiscrimination testing.</li><li>Identify inefficiencies and drive sustainable process improvements across total rewards and people programs.</li><li>Partner with Legal, Finance, and PBPs on cross-functional matters as they arise.</li></ul> Skills you’ll need: <ul><li>6-8 years of progressive HR experience with 4-6 years in a people management or team lead capacity.</li><li>Strong total rewards expertise including hands-on Radford or Mercer benchmarking, job architecture, pay equity analysis, and comp cycle administration required.</li><li>Experience owning benefit programs end to end including annual renewal, open enrollment, and vendor management, plus leave of absence and workers' compensation administration in a multi-state environment.</li><li>Hands-on SuccessFactors experience required, including Compensation and Performance &amp; Goals module configuration; experience with additional HRIS platforms a plus.</li><li>Strong analytical skills and ability to translate market data into compensation recommendations and present findings to leadership.</li><li>Sound judgment on when to resolve vs. escalate; able to operate independently across a broad scope.</li><li>Excellent communication and organizational skills; collaborative by nature with Finance, PBPs, and business stakeholders.</li><li>Bachelor's degree in Human Resources, Business, or a related field, or equivalent experience.</li></ul> Onsite: This position is required to work onsite 4 days per week to meet the minimum essential duties and requirements of this position.  As an on-site R&amp;D and manufacturing operations organization, in-person face to face interaction is essential to building authentic relationships, trust, teamwork, and collaboration.  Compensation &amp; Benefits: Expected salary range for this role is from $154,000 to $234,000 and a final salary will be determined by the candidate's experience, educational background and internal equity.. QuantumScape also offers an annual bonus and a generous RSU/Equity package as part of its compensation plan. In addition, we do offer a tremendous benefits plan including employee paid health care, Employee Stock Purchase Plan (ESPP), and other benefits.  We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive benefits and privileges of employment. Please contact us to request an accommodation.

Sr. Manager, Total Rewards

About the Job

About the Company

QuantumScape

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