Senior Compensation Partner

Role Overview

• Program manage the mid-year and annual compensation cycles end-to-end, including planning, execution, stakeholder communication, and post-cycle analysis.
• Partner closely with HR Business Partners, Talent Acquisition, Finance, and functional leaders to provide compensation guidance and insights, primarily for G&A functions.
• Build upon and refine our existing compensation philosophy, job architecture, and salary structures to support growth, retention, and IPO readiness.
• Manage compensation programs across 100+ countries, navigating complexity while designing solutions that scale globally with local execution.
• Participate in global compensation surveys and manage market data inputs to evaluate industry trends and inform compensation decisions.
• Evaluate new and existing roles for appropriate job level, career alignment, and salary ranges; create new ranges as needed.
• Provide data-driven recommendations for compensation adjustments based on market data, internal equity, pay gap analysis, and role evolution.
• Maintain and continuously improve global salary structures, ensuring alignment with business objectives and market movement.
• Own compensation data integrity, including job architecture, leveling, and range governance.
• Review and approve new-hire offers and provide guidance on internal mobility and role changes.
• Prepare and validate compensation analyses and materials for leadership presentations, offering clear insights and recommendations.
• Support compliance with global and local compensation-related regulations, including FLSA, Equal Pay requirements, and other governance standards.
• Support audits, regulatory reviews, and compensation-related documentation.
• Contribute to the design and implementation of new compensation programs, tools, and frameworks.
• Identify opportunities for process improvements, automation, and scalable ways of working in a fast-paced environment.
• Stay current on emerging compensation trends, best practices, and technologies in a global context.

Requirements

• 5–7 years of progressive experience in compensation, with increasing scope and ownership.
• Experience supporting compensation programs in a global and/or highly distributed workforce; global exposure is strongly preferred.
• Comfort operating in an extremely fast-paced environment with competing priorities and evolving needs.
• Strong understanding of compensation fundamentals, including job architecture, market pricing, internal equity, and pay governance.
• Hands-on experience participating in compensation surveys; Aon experience is highly preferred.
• Advanced Excel and/or Google Sheets skills, including the ability to manage large datasets and use functions such as VLOOKUP/XLOOKUP, INDEX/MATCH, ARRAY formulas, and pivot tables.
• Exceptional attention to detail with strong quantitative and qualitative analytical skills.
• A proactive, solutions-oriented mindset with sound judgment and strong follow-through.
• Excellent organizational and program-management skills, with the ability to drive complex cycles to completion.
• Clear, confident communication skills and the ability to collaborate effectively across functions and levels.
• High level of discretion and integrity when handling confidential and sensitive information.
• Experience working with global, remote teams across time zones.

Benefits

• Stock grant opportunities dependent on your role, employment status and location
• Additional perks and benefits based on your employment status and country
• The flexibility of remote work, including optional WeWork access