Compensation Partner

About the Role

Compensation touches nearly every decision we make about talent. We’re hiring our first dedicated Compensation Partner — the person responsible for translating our compensation philosophy into practice.

You'll build the connective tissue between what we believe about pay and how pay decisions actually get made across a fast-growing org. That means bringing rigor to how we benchmark, review, and adjust compensation — and building the systems and processes that let that rigor hold as we scale. You'll own it end to end and hands-on: running the market research, designing the review cycle, keeping the data clean, and serving as the person HRBPs and leaders turn to when a pay question needs a real answer. You'll also partner closely with Finance to shape our equity structure through a compensation lens.

What We're Looking For

• 6+ years of progressive compensation experience, ideally including time maintaining and evolving comp programs (bands, review cycles, market benchmarking) in a fast-growing company

• 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

• 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)

Nice to have

• Experience with sales/GTM compensation plan design

• Experience carrying a benefits program through international or multi-geography expansion

• Experience owning or heavily involved in benefits strategy (not just administration)

• Experience building a compensation review cycle in tandem with a performance management program

Translate our compensation philosophy into clear strategy and practice

• Take our existing compensation philosophy and turn it into practical guardrails, bands, and decision frameworks that managers and HRBPs can actually use

• Regularly check that our real-world pay practices stay aligned with our philosophy, flagging and correcting drift as we grow

• Keep our compensation posture competitive and agile — able to respond to market shifts rather than only revisiting pay once a year

Maintain and evolve our compensation bands

• Own our job architecture and salary bands, keeping them current as roles, levels, and the market evolve

• Run ongoing market research and benchmarking (survey data, competitive intelligence) to ensure our bands remain competitive

• Recommend band adjustments proactively, rather than waiting for a leader or HRBP to flag a problem

Own compensation data, analysis, and systems

• Maintain accurate compensation data and be the source of truth Finance, People Ops, and HRBPs rely on

• Own compensation system implementation and administration (e.g., HRIS/Workday compensation modules), keeping the process scalable as headcount grows

• Turn compensation data into clear analysis and recommendations for leadership — pay equity, competitiveness, spend trends

Build and run our compensation review program

• Design and own the end-to-end compensation review cycle — timing, guardrails, manager tools, and calibration approach

• Partner with HRBPs to roll the program out across their orgs, adapting company-level design to what actually works for each function

• Build the manager-facing tools and guidance that keep pay decisions consistent and defensible across teams

Participate in designing our benefits strategy

• Own the strategic direction of our benefits program across geographies — what we offer, how it evolves, and how it stays competitive and cost-effective as we scale

• Partner with People Ops, who continue to own day-to-day benefits administration, to ensure strategy and execution stay connected

• Evolve the benefits framework as we expand into new locations or hit new headcount milestones