Senior Equity Compensation Analyst

Senior individual contributor on the Compensation Programs & Strategy team, working directly with the Director on the most complex and highest-stakes work. Primary ownership includes equity and compensation financial planning—designing the broad-based (non-executive) equity program, running the monthly grant cycle end-to-end, and owning the budget and forecast across base, bonus, and equity. The role is designed to tackle the most complex open problem in the portfolio at any given time.

Responsibilities

• Equity Program Design & Modeling
  • Own the broad-based equity program architecture end-to-end—grant guidelines, new-hire sizing, refresh logic, and the exception framework—designed to adapt as headcount, geography mix, and stock price change.
  • Build and maintain models driving program strategy: retention and attrition risk (unvested hold power), dilution, grant sizing scenarios, and shifts in allocation approach (participation-based vs. performance-based) under ambiguous parameters.
  • Own the exception framework: define qualification criteria, set approval paths, and identify patterns signaling broken guidelines.
  • Anticipate regulatory, audit, and employee relations exposure in program design.
• Compensation Financial Planning
  • Own compensation expense planning across base, bonus, and equity—annual forecast submission, in-cycle re-forecasts, cadenced tracking of actuals to plan, and reallocation decisions as business conditions shift.
  • Serve as the compensation team’s primary interface to Finance: build the numbers, own the narrative, and carry budget negotiations alongside the Director.
  • Manage equity budget: pool availability, burn rate, overhang, dilution, and partner with Finance and Accounting on stock-based compensation expense forecasting, linking grant capacity to P&L impact.
  • Set the standard for variance reporting: explain drivers alongside deltas and surface risk early enough to inform decisions.
  • Build scenario models to price tradeoffs, ensuring budget conversations start from options rather than a single number.
• Program Execution
  • Own end-to-end execution of compensation programs, including the monthly equity grant cycle—share requests, supporting materials, and approval routing.
  • Manage program timelines, dependencies, and stakeholder deliverables, embedding consistency and compliance into processes.
  • Lead change management for new or updated programs, guidelines, and policies, developing audience-calibrated communications and training.
  • Balance speed, rigor, and simplicity; actively retire complexity, consolidate one-off processes, and choose designs that survive audit.
• Range
  • Move across the compensation portfolio as priorities shift—job architecture, market pricing methodology, incentive design, compliance response—taking full ownership of problems rather than support.
  • Operate with judgment to tackle unfamiliar problems: frame the issue, choose an approach, and bring a recommendation rather than questions.
  • Build transferable work: documented logic, working tools, and handoff-ready processes so moving on doesn’t cost the team what was built.
• Partnership & Standards
  • Primary compensation partner to Finance, Equity Operations, and Systems—owning relationships and driving alignment on data and platform decisions.
  • Go-to equity subject matter expert for Recruiting, Legal, HRBPs, and business leaders.
  • Drive cross-functional alignment on program decisions: bring recommendations, resolve disagreements, and escalate only what genuinely needs the Director.
  • Set the standard for compensation modeling and analysis: review others’ work for structure and defensibility, and own whether a number is ready for Finance leadership or the Board.
  • Build tools and repeatable processes—decision frameworks, models, and documentation—that ensure consistent outcomes regardless of who executes.
  • Coach the team on program judgment, tradeoff framing, and storytelling behind the numbers.

Requirements

• 7+ years in compensation, with deep experience in equity plan design, administration, financial modeling, and forecasting.
• Demonstrated range across other compensation disciplines—job architecture, market pricing, incentive design, or compliance.
• Experience owning a compensation budget or partnering directly with FP&A on compensation forecasting.
• Builds models others can inherit: documented assumptions, traceable logic, structured for scenario testing.
• Strong program and project management skills, with a track record owning recurring operational cycles against hard deadlines.
• Change management and communications experience—able to translate technical equity or comp finance concepts for non-technical audiences.
• Comfortable tackling ambiguous problems with no established process and returning with a defensible recommendation.
• AI-curious, with hands-on experience using AI tools (e.g., Claude) to improve speed or quality of work—or strong interest in building that muscle.

Pay

Base salary range determined by primary work location:

• Zone A: $140,900 - $211,300
• Zone B: $159,200 - $238,800
• Zone C: $178,900 - $268,300

Beyond base salary, this role may be eligible for equity awards and participation in company incentive plans (e.g., annual discretionary bonuses or sales commissions). Final offer amount depends on geographic location and the candidate’s relevant experience, professional background, and skill set.

Benefits

Benefits eligibility, specific offerings, and coverage vary by country and employment status. Examples of benefits for eligible team members globally include:

• Comprehensive health, life, and disability insurance.
• Commute subsidy.
• Employee stock ownership.
• Competitive retirement/pension plans.
• Generous vacation and personal days.
• Support for new parents through leave and family-care programs.
• Office food and snacks.
• Mental health and wellbeing programs and support.
• Employee Resource Groups.
• Global Employee Assistance Program.
• Training and development programs.
• Volunteering and donation matching program.