SKIMS, the shapewear and apparel brand co-founded by Kim Kardashian, is hiring a Director of Total Rewards based in Los Angeles, California. The role sits within the People and Culture department and comes with a posted salary range of $170,000 to $200,000 per year. For compensation professionals eyeing this position, understanding what the full package looks like matters just as much as the base salary figure.
The Posted Salary Range
SKIMS lists the compensation for this role at $170,000 to $200,000 annually. That range spans $30,000, which is relatively standard for a director-level position at a fast-growing consumer brand. The lower end likely targets candidates with solid but developing leadership experience, while the upper end reflects deep expertise in HRIS, benefits, and payroll systems.
The position is listed as remote, which adds an interesting layer to the compensation story. Remote roles at Los Angeles-based companies sometimes reflect LA market rates regardless of where the employee lives. That practice tends to favor candidates in lower cost-of-living markets significantly.
What the Role Actually Covers
The job title says Director of Total Rewards, but the posting reveals a broader scope. SKIMS is specifically seeking a leader for HRIS, Benefits, and Payroll functions combined. This is a significant operational and strategic remit. Candidates should understand that the role demands expertise across multiple disciplines.
Key responsibilities include:
- Serving as the primary owner of UKG and all HR technology platforms
- Developing and executing the HRIS roadmap for organizational growth
- Leading system configuration, optimization, upgrades, and testing
- Managing HR data integrity, reporting, and workforce analytics
- Overseeing global benefits administration and compliance
- Partnering with People and Culture, Finance, Payroll, and IT teams
This is not a purely strategic compensation design role. It carries heavy operational responsibility. Companies often pay a premium when a single leader manages this combination of functions effectively.
How the Salary Compares to Industry Standards
Director-level Total Rewards roles in Los Angeles typically range between $160,000 and $220,000 in base salary, according to compensation data from sources like Radford and published benchmarks on LinkedIn Salary. The SKIMS range sits comfortably within that band.
For comparison, here is how the SKIMS range stacks up against similar roles at comparable companies:
- Mid-size DTC brands: $155,000 to $185,000
- Established retail corporations: $175,000 to $210,000
- High-growth tech-adjacent consumer brands: $180,000 to $225,000
- Luxury fashion houses: $170,000 to $200,000
SKIMS positions itself competitively within the DTC and fashion brand landscape. The brand's valuation, which has been reported at over $4 billion, suggests it has the financial capacity to offer packages that compete with larger retailers.
Compensation Structure Beyond Base Salary
The job posting does not explicitly detail bonus structures or equity components. However, director-level roles at brands of this scale typically include additional compensation layers. Understanding the likely structure helps candidates evaluate the full opportunity.
Annual Bonus Potential
Most director-level positions at consumer brands in this revenue tier include an annual performance bonus. Common targets range from 15 to 25 percent of base salary at this level. For a candidate earning $200,000 base, that could mean an additional $30,000 to $50,000 in target bonus annually.
Bonus payouts typically depend on both individual performance and company performance metrics. Brands scaling as aggressively as SKIMS tend to tie bonuses closely to revenue and growth targets. That structure rewards employees when the business performs well.
Equity Considerations
SKIMS is a privately held company and has not gone public. Equity for private companies works differently than public company stock options. Employees may receive equity in the form of stock options or profit-sharing arrangements, but liquidity depends entirely on a future exit event such as an IPO or acquisition.
Director-level employees at well-funded private consumer brands sometimes receive equity grants. Whether SKIMS includes equity in this particular role's package is not confirmed in the posting. Candidates should ask directly during the offer negotiation stage. The potential upside of private equity can be significant if the company pursues a public offering.
Benefits Package at SKIMS
SKIMS does not publish a full benefits breakdown in the posting. Based on what is standard for a company of its size and profile, candidates can expect a competitive benefits package. Director-level hires at brands like SKIMS typically receive:
- Medical, dental, and vision insurance with employer contributions
- 401(k) retirement plan, often with employer matching
- Paid time off, including vacation, sick leave, and company holidays
- Employee product discounts, which carry real value at an apparel brand
- Parental leave policies for primary and secondary caregivers
- Professional development and learning stipends
The remote nature of the role may also come with home office setup allowances or stipends. Many companies at SKIMS's stage offer these to attract senior talent who work fully remote. Verifying the specifics during the interview process is advisable.
The Remote Work Factor
This role is listed as remote, despite the Los Angeles headquarters location. Remote director roles in HR and compensation have become increasingly common since 2020. For candidates outside of California, this creates a meaningful take-home pay advantage due to lower state income tax rates in many other states.
California residents earning in this range face a state income tax rate that can exceed 9 percent. A candidate in Texas or Florida earning the same base keeps significantly more of their income. Remote compensation policies vary by company, so candidates should confirm whether SKIMS applies geographic pay adjustments.
What Candidates Need to Qualify
The compensation reflects a demanding set of qualifications. SKIMS is not simply hiring a compensation analyst with a title bump. The ideal candidate brings a combination of technical depth and leadership maturity. Expected requirements for a role of this scope typically include:
- 7 or more years of progressive HR or Total Rewards experience
- Hands-on UKG platform expertise at an administrative or configuration level
- Experience managing benefits programs across multiple states or globally
- Strong data analytics and HR reporting skills
- Prior experience leading a team or managing cross-functional projects
- Background in compliance, payroll oversight, or HR technology implementation
Candidates who bring all of these qualifications to the table have strong negotiating leverage toward the top of the posted range. Specialized UKG expertise, in particular, remains in high demand across industries.
Is the Pay Competitive Enough to Attract Top Talent
The $170,000 to $200,000 range is competitive for a director role in the fashion and DTC space, but it falls slightly below what top-tier tech companies or large retailers pay for equivalent Total Rewards leaders. Professionals coming from Amazon, Google, or Fortune 500 retailers may find the base somewhat below their current compensation.
The appeal of SKIMS lies in brand prestige, growth trajectory, and the scope of the role. Leading Total Rewards at a globally recognized consumer brand at this stage of growth offers career-defining experience. For many compensation professionals, that combination justifies considering the opportunity even at the lower end of comparable pay scales.
Candidates interested in the SKIMS Director of Total Rewards position can view the full job listing and apply directly at RemoteOK.
