Senior Compensation Partner Lead Compensation System Improvements: Audit and correct gaps in current compensation practices, including employee leveling, RSU execution, and band misalignments. Deliver data-driven insights to leadership to ensure internal equity and role alignment. Operationalize Our Compensation Philosophy: Translate high-level compensation and equity strategies into clear, scalable processes for managers and employees, ensuring understanding and consistent application. RSU Program Rollout & Education: Design and launch company-wide RSU education materials including manager-ready guides, FAQs, and 1-pagers—clarifying eligibility, performance linkage, and value. Partner with Recruiting: Advise on new hire banding and compensation decisions, ensuring offers reflect internal equity, market data, and expected role impact. Design Incentive Models: Collaborate with leadership to shape new incentive programs such as milestone-based equity or team rewards that drive performance and alignment. Plan & Execute Compensation Cycles: Develop and manage the annual and mid-year compensation cycle plans, including timelines, manager training, and process improvements to reduce cycle time and enhance consistency. Career Ladders & Leveling Frameworks: Draft and refine career ladders and job leveling frameworks (P1–M4) that support performance standards and growth mapping. Build Strategic Roadmaps: Deliver a 6–12 month compensation roadmap informed by data, business priorities, and cross-functional input. Market Analysis & Benchmarking: Conduct regular market studies to ensure competitiveness and alignment with our global rewards philosophy.
Detail-Oriented & Precise: You have deep expertise in compensation and equity programs, managing complexity with accuracy, confidentiality, and discretion. Strategic & Impact-Driven: You design transparent, fair processes that connect compensation to hiring, growth, and performance. Data-Driven & Analytical: You extract insights from data using advanced Excel/Sheets and HRIS tools (BambooHR, Pave, Radford) to influence decisions. Effective Communicator: You can simplify complex compensation concepts for executives, managers, and employees. Adaptable & Resilient: You thrive in high-performance, rapidly changing environments. Globally Minded: You understand international compensation practices, benefits, and equity structures (RSU, ISO, NQSO, etc.). Ownership Mentality: You take full accountability for outcomes and continuously seek improvements.
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