What we're building The marine industry supports recreation, global commerce, and national defense. And yet it runs on technology that hasn't meaningfully changed in fifty years. Until now.

Arc is on a mission to electrify the marine industry. We're rethinking powertrains, software, and vessel designs from first principles. And we're already executing.

We started with consumers to develop and harden our core technology. We're now scaling production of our flagship model with new models and sectors on the horizon. Now we're extending our platform to commercial applications, starting with tugs, ferries, and defense, with years worth of signed contracts and a pipeline that spans every vessel type on the water.

The technology is proven, the momentum is building, and the opportunity is enormous. The marine industry is going electric and Arc is building the platform that powers it. Who we're looking for We’re looking for someone who’s fired up by our mission and ready to build.

You’ll thrive here if you adapt quickly, take ownership, and care about the details. This is a full-time, on-site role at our Los Angeles headquarters. You’ll report to our Director of People and work closely with a lean, high-trust team where everyone’s work matters.

What You'Ll Do

Owning Arc’s

Compensation

philosophy, salary targets, and equity strategy, and running annual and off-cycle

planning, including bonus cycles, promotions, and equity refreshes Benchmarking pay using

data sets to keep us competitive in the market while balancing business pragmatism Designing and administering

frameworks, manager enablement tools, and incentive programs that give people leaders more ownership over how they recognize their teams while landing as meaningful, visible rewards Developing differentiated pay strategies across engineering, technical, hourly, and revenue-generating roles Building Arc’s executive

strategy and evolving our equity programs, including valuation methodology and cash↔equity trade options Partnering with Recruiting on offers, leveling, and candidate-facing communication Ensuring compliance with federal and California

infrastructure and tools to support growth Experience designing executive and manager-level equity

, including ISOs, NSOs, RSUs, and milestone or impact-based equity grants Proficiency with comp benchmarking tools (Pave, Radford, Mercer, or similar) and HRIS platforms (Rippling, Gusto, or similar) Fluency with modern tools (AI and others) to get more leverage out of time, enable better collaboration across the People team, and communicate total rewards to the company effectively Ability to translate ambiguous, cross-functional business needs into clear

philosophy, policies, and exception frameworks A strong point of view on

strategy, paired with the ability to build a rationale and influence senior leadership stakeholders around it Strong analytical and modeling skills, with proficiency at leveraging modern AI tools to improve efficiency and increase quality Bonus

Benefits

programs, including health, 401(k), leave, wellness, and Arc-specific

regulations Communicating total rewards clearly to our crew through onboarding, open enrollment, and ongoing channels

, or total rewards spanning both exempt and non-exempt roles, with meaningful experience operating at a strategic level, building programs and philosophy Experience building or significantly evolving a company’s

Perks

Building and modernizing the systems, processes, and tools that let total rewards scale reliably from today’s 200+ person crew to 500+, while preserving culture and enhancing employee value proposition Designing

Pay Transparency

, equal pay, and

Minimum Qualifications

7+ years of experience in

Qualifications

Experience scaling total rewards at a fast-growing startup Background in EV, hardware, aerospace, or defense companies Experience des

Senior Total Rewards Manager