Senior Compensation Partner

Responsibilities & Accountabilities

• Lead compensation strategy and execution across base pay, incentives, equity, and global compensation planning.
• Design, govern, and improve compensation programs aligned to business strategy, market data, internal equity, and pay-for-performance principles.
• Advise senior leaders and People Business Partners on compensation decisions, job leveling inputs, organizational changes, promotions, adjustments, and internal movement.
• Serve as the compensation SME for equity programs, including new hire, promotion, and refresh grants; employee education; administration; and communications.
• Resolve complex compensation escalations with equitable, consistent, well-documented recommendations and appropriate risk or exception escalation.
• Conduct market analysis, benchmarking, and job pricing using approved survey data; translate insights into practical recommendations for leadership.
• Drive pay equity, pay transparency, compliance support, and proactive risk mitigation in partnership with Legal, Finance, People Operations, and People Business Partners.
• Manage compensation tools, vendors, frameworks, and documentation to ensure processes are accurate, scalable, auditable, and aligned to business needs.
• Use reporting, analytics, and AI-enabled tools to identify trends, improve data quality, and strengthen program effectiveness and automation.

Competencies and Behaviors

• Strategic compensation judgment: Applies business context, market data, internal equity, pay-for-performance principles, and compliance requirements to sound decisions.
• Executive partnership: Builds credibility with senior leaders through clear guidance, practical tradeoff analysis, and consistent decision support.
• Analytical rigor: Uses data to identify trends, validate assumptions, explain implications, and support fair, documented decisions.
• Operational excellence: Delivers accurate, timely processes with strong governance, documentation, audit readiness, and follow-through.
• Confidentiality and discretion: Handles sensitive compensation information with professionalism, boundaries, and sound escalation judgment.
• Process improvement mindset: Simplifies, automates, documents, and scales operations without compromising accuracy or compliance.
• Change communication: Explains compensation processes, timelines, decisions, and rationale clearly for the audience.

Performance Measurement

• Compensation programs are competitive, compliant, scalable, and aligned to business strategy and pay-for-performance principles.
• Senior leaders and People Business Partners receive clear, consistent, market-informed guidance on compensation decisions.
• Compensation planning is delivered on time with accurate data, effective governance, documented decisions, and stakeholder alignment.
• Equity programs support retention, performance differentiation, internal consistency, and clear employee and manager experiences.
• Pay equity, pay transparency, and compensation compliance risks are identified, documented, escalated, and addressed proactively.
• Compensation processes become more efficient, automated, auditable, accurate, and stakeholder-friendly.

Educational and Experience Requirements

• 8–11 years of experience in compensation, Total Rewards, or a related People function, ideally within a SaaS or high-growth technology environment.
• Deep expertise in compensation strategy, benchmarking, job pricing, salary range management, incentives, equity, and program design.
• Proven experience supporting global compensation programs; particular experience in the U.S. and India strongly preferred.
• Experience partnering with leaders, People Business Partners, Talent Acquisition, Finance, Legal, and People Operations on compensation decisions and escalations.
• Strong analytical, financial modeling, and data storytelling skills, with the ability to translate complex compensation data into clear recommendations.
• Experience leading compensation planning cycles end-to-end in Workday, including modeling, tool readiness, calibration, governance, communications, and post-cycle audits.
• Expertise in equity compensation, including new hire, promotion, and refresh grants; stock administration coordination; and employee education.
• Strong judgment in managing confidential, complex, and sensitive compensation matters with appropriate documentation and escalation discipline.
• Proven ability to improve, automate, and scale compensation processes, tools, and documentation.
• Preference for candidates who leverage AI, analytics, automation, and reporting tools to improve quality, speed, and effectiveness.
• Hands-on experience with compensation planning tools, HRIS platforms, and equity administration systems; Pave, Workday, Carta, or comparable systems preferred.
• Working knowledge of FLSA exempt/non-exempt classification, pay equity, pay transparency, compensation compliance, and audit support preferred.
• Certified Compensation Professional (CCP) or comparable certification preferred.