Compensation PartnerActive$180K–$220K
The opportunity
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.
What you'll do
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
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
What they're looking for
- + 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)
- Experience with sales/GTM compensation plan design
