Sr. Compensation Partner

About the role

The Sr. Compensation Partner will play a key role in shaping and scaling global compensation strategies that support business growth and employee success. This position serves as a trusted advisor to leadership, People teams, Finance, and cross-functional stakeholders on complex compensation decisions.

Responsibilities

• Lead compensation strategy and execution across base salary, incentive programs, equity compensation, and global compensation planning.
• Design, enhance, and maintain compensation programs aligned with business objectives, market competitiveness, internal equity, and pay-for-performance principles.
• Partner with senior leaders, People Business Partners, Talent Acquisition, Finance, and People Operations to provide guidance on compensation decisions, promotions, organizational changes, and employee movement.
• Serve as a compensation expert for equity programs, including new hire grants, promotion awards, refresh grants, employee education, and administration processes.
• Manage complex compensation escalations by developing fair, consistent, and well-documented recommendations while identifying potential risks.
• Conduct market benchmarking, job pricing, and compensation analysis using external data sources to provide actionable recommendations.
• Support pay equity initiatives, pay transparency efforts, compliance requirements, and risk mitigation strategies in collaboration with internal stakeholders.
• Manage compensation tools, vendors, frameworks, and documentation to ensure accuracy, scalability, and audit readiness.
• Use analytics, reporting, and AI-enabled tools to identify trends, improve data quality, and optimize compensation processes.
• Lead compensation planning cycles from preparation through completion, including modeling, calibration, governance, communication, and post-cycle analysis.
• Continuously improve compensation operations through automation, process optimization, and scalable documentation.
• Communicate compensation strategies, decisions, and processes clearly to different audiences, including executives, managers, and employees.

Requirements

• Deep expertise in compensation strategy, strong analytical capabilities, and experience supporting organizations through growth and transformation.
• Experience in compensation, Total Rewards, or a related People function, preferably within SaaS, technology, or high-growth environments.
• Proven experience supporting global compensation programs, with experience across the United States and India strongly preferred.
• Ability to partner with senior leaders, People teams, Finance, Legal, and Talent Acquisition on compensation decisions.
• Strong analytical, financial modeling, and data storytelling skills, with the ability to translate complex information into clear recommendations.
• Experience managing end-to-end compensation planning cycles using HRIS and compensation platforms such as Workday or comparable systems.
• Deep knowledge of equity compensation programs, including grant processes, administration coordination, and employee communication.
• Strong understanding of pay equity, pay transparency, compensation compliance, audit preparation, and related regulations.
• Experience improving and scaling compensation processes through automation, technology, and operational enhancements.
• Familiarity with compensation tools and platforms such as Pave, Workday, Carta, or similar solutions is preferred.
• Experience leveraging AI, analytics, and reporting tools to improve compensation effectiveness is a plus.
• Certified Compensation Professional (CCP) certification or equivalent credential is preferred.

Benefits

• Competitive base salary range of approximately $109,312.50 - $160,325, depending on experience, location, skills, and qualifications.
• Remote work flexibility within the United States.
• Comprehensive health insurance coverage, including medical, dental, and vision benefits.
• Paid parental leave and generous paid time off.
• Paid holidays and quarterly self-care days.
• 401(k) employer matching program.
• Stock options and additional compensation opportunities where applicable.
• Professional development opportunities, including access to learning platforms and growth programs.
• Employee wellness initiatives supporting personal and professional well-being.
• Equipment and resources provided to support successful remote collaboration.