The opportunity
OpenAI’s Compensation team helps attract, reward, and retain the people advancing our mission to ensure that artificial general intelligence benefits all of humanity. We develop compensation strategies and programs that support a rapidly evolving business, combining market…
What you'll do
Lead our compensation program portfolio. Own the integrated roadmap and: calendar for cyclical and ad hoc programs, including compensation reviews, bonus and equity cycles, promotion-related compensation processes, recognition and retention initiatives, and new program launches.
Drive programs from planning through completion. Define scope, deliverables,: milestones, accountable owners, dependencies, and resource needs. Coordinate work across teams, resolve blockers, and bring decisions and tradeoffs to the right owners early.
Translate compensation expertise into practical operations. Work with: Compensation Partners and program owners to turn approved designs into clear eligibility rules, calculations, workflows, approval paths, and exception processes. Identify gaps and implementation risks before launch.
Stay close to the analysis and data. Build and review models, validate inputs: and calculations, investigate discrepancies, and reconcile final outcomes. Be comfortable working directly in the details when a program needs it.
Build reliable execution controls. Establish quality checks, documented: approvals, access controls, and audit trails. Coordinate accurate handoffs to Payroll, Equity Administration, and People Operations, with clear ownership through completion.
Shape compensation systems and tooling. Translate business needs into: requirements, partner with People Technology on configuration and integrations, lead user acceptance testing, and prioritize improvements that reduce manual work and errors.
What they're looking for
- Manage incoming requests and changing priorities. Create a practical intake: and prioritization process for ad hoc compensation initiatives. Make capacity, timing, and dependencies visible so urgent work can be delivered alongside recurring commitments.
- Make programs easier to understand and use. Develop operating guides, manager: resources, communications, and training. Equip Compensation Partners and other stakeholders to explain programs consistently and resolve questions efficiently.
- Improve how the function operates. Measure accuracy, timeliness, manual: effort, and stakeholder experience. Run post-cycle reviews and turn findings into simpler processes, stronger documentation, and effective automation.
- Have 10+ years of progressive compensation experience , including substantial: responsibility for global compensation programs and operations in a complex, fast-growing organization.
