Director, CompensationActive$218K

Databricks
Apply now

The opportunity

Databricks is seeking a seasoned compensation leader to serve as a Director, Compensation, driving strategic impact across the business while leading and developing a team of client compensation partners. Reporting to the VP, Total Rewards, this role is responsible for building…

What you'll do

  • Leading, coaching, and developing a team of three to four client compensation partners (25%)

  • Partnering with the VP Rewards and other team members to drive: enterprise-wide compensation strategy, design, and program delivery (30%)

  • Collaboration with People team members, business leaders, and other: cross-functional partners on complex, sensitive compensation matters (25%)

  • Operational excellence, tooling, and continuous improvement of compensation infrastructure (20%)

  • Know your craft: Deep mastery of job architecture, compensation frameworks, market pricing, year-end and midyear pay cycles, global compensation practices, and pay-for-performance design; demonstrated experience designing and scaling programs across a fast-growing, global organization

  • Know your data: Exceptional analytical horsepower with the ability to translate complex data into clear narratives, recommendations, and executive-ready insights; strong command of competitive trends in cash, equity, and total rewards; advanced capabilities in gSheets and Excel; proficiency in Tableau, SQL, Python, or AI-assisted analytics is a strong plus

What they're looking for

  • Know the competition: Expert-level knowledge of tech compensation practices, particularly around equity strategy (new hire, refresh, and performance-based), and an ability to benchmark and evolve programs to stay ahead of the market
  • Be rational: Ability to hold the tension between compensation philosophy, first-principles reasoning, and pragmatic business solutioning; comfortable making and defending difficult tradeoffs in ambiguous situations
  • Develop talent: Proven track record of leading, mentoring, and growing a team of compensation professionals; ability to set a clear vision, delegate with confidence, and create an environment where the team does their best work
  • Drive accountability: Set clear goals and expectations, create feedback loops, and hold the team to a high bar while remaining a supportive and empowering manager