Sr. Compensation Partner

The Sr. Compensation Partner will play a key role in shaping and scaling global compensation strategies that support business growth and employee success.
This position serves as a trusted advisor to leadership, People teams, Finance, and cross-functional stakeholders on complex compensation decisions.
You will design, optimize, and govern compensation programs across multiple regions while ensuring fairness, competitiveness, compliance, and alignment with business goals.
The role combines strategic thinking, analytical expertise, and operational execution to improve how compensation decisions are made and delivered.
You will leverage market insights, technology, automation, and data-driven approaches to create scalable and impactful compensation solutions.
This is an opportunity to influence compensation practices in a fast-growing environment where innovation, collaboration, and employee experience are highly valued.

The Sr. Compensation Partner will lead compensation strategy and execution across global markets, acting as a subject matter expert and strategic advisor. This role will focus on building equitable, scalable, and data-informed compensation programs while improving processes, supporting leaders, and ensuring operational excellence.

• Lead compensation strategy and execution across base salary, incentive programs, equity compensation, and global compensation planning.
• Design, enhance, and maintain compensation programs aligned with business objectives, market competitiveness, internal equity, and pay-for-performance principles.
• Partner with senior leaders, People Business Partners, Talent Acquisition, Finance, and People Operations to provide guidance on compensation decisions, promotions, organizational changes, and employee movement.
• Serve as a compensation expert for equity programs, including new hire grants, promotion awards, refresh grants, employee education, and administration processes.
• Manage complex compensation escalations by developing fair, consistent, and well-documented recommendations while identifying potential risks.
• Conduct market benchmarking, job pricing, and compensation analysis using external data sources to provide actionable recommendations.
• Support pay equity initiatives, pay transparency efforts, compliance requirements, and risk mitigation strategies in collaboration with internal stakeholders.
• Manage compensation tools, vendors, frameworks, and documentation to ensure accuracy, scalability, and audit readiness.
• Use analytics, reporting, and AI-enabled tools to identify trends, improve data quality, and optimize compensation processes.
• Lead compensation planning cycles from preparation through completion, including modeling, calibration, governance, communication, and post-cycle analysis.
• Continuously improve compensation operations through automation, process optimization, and scalable documentation.
• Communicate compensation strategies, decisions, and processes clearly to different audiences, including executives, managers, and employees.

The ideal candidate brings deep expertise in compensation strategy, strong analytical capabilities, and experience supporting organizations through growth and transformation. You should be comfortable balancing strategic priorities with operational execution while handling sensitive information with discretion.

• 8+ years of experience in compensation, Total Rewards, or a related People function, preferably within SaaS, technology, or high-growth environments.
• Strong expertise in compensation strategy, benchmarking, salary structures, incentives, equity programs, and compensation program design.
• Proven experience supporting global compensation programs, with experience across the United States and India strongly preferred.
• Demonstrated ability to partner with senior leaders, People teams, Finance, Legal, and Talent Acquisition on compensation decisions.
• Strong analytical, financial modeling, and data storytelling skills, with the ability to translate complex information into clear recommendations.
• Experience managing end-to-end compensation planning cycles using HRIS and compensation platforms such as Workday or comparable systems.
• Deep knowledge of equity compensation programs, including grant processes, administration coordination, and employee communication.
• Strong understanding of pay equity, pay transparency, compensation compliance, audit preparation, and related regulations.
• Ability to manage confidential and sensitive compensation matters with excellent judgment and professionalism.
• Experience improving and scaling compensation processes through automation, technology, and operational enhancements.
• Familiarity with compensation tools and platforms such as Pave, Workday, Carta, or similar solutions is preferred.
• Experience leveraging AI, analytics, and reporting tools to improve compensation effectiveness is a plus.
• Certified Compensation Professional (CCP) certification or equivalent credential is preferred.

• Competitive…