Compensation Partner

Join our fast-growing organization as our first dedicated Compensation Partner. In this role, you will be responsible for translating our compensation philosophy into practice, building systems and processes to ensure alignment as we scale. You will own all aspects of compensation, including market research, data analysis, and the compensation review program. Additionally, you will partner closely with Finance to build out our equity framework and be the go-to expert for HRBPs and leaders on pay decisions and job evaluations.

• Translating the company's compensation philosophy into practical strategies and frameworks that managers and HRBPs can use.
• Owning the compensation data, analysis, and systems, and turning compensation data into clear analysis and recommendations for leadership.
• Building and running the compensation review program, including designing and owning the end-to-end compensation review cycle.
• Experience partnering with HRBPs, Finance, and People Ops as equal stakeholders
• Excellent written communication — able to explain compensation mechanics clearly to audiences ranging from executives to first-time managers
• Familiarity with relevant compensation systems and survey data sources (e.g., Workday, Radford, Pave, Carta Total Comp)
• Direct experience with equity compensation (options, RSUs, or similar) and comfort partnering with Finance on equity framework design
• Strong analytical foundation: comfortable with market data, compensation modeling, and translating data into clear recommendations
• A hands-on, do-er mindset — comfortable owning the process and the details, not just setting direction for others to execute
• 6+ years of progressive compensation experience, ideally including time maintaining and evolving comp programs (bands, review cycles, market benchmarking) in a fast-growing company
• Experience carrying a benefits program through international or multi-geography expansion
• Experience with sales/GTM compensation plan design
• Experience owning or heavily involved in benefits strategy (not just administration)
• Experience building a compensation review cycle in tandem with a performance management program