Senior Compensation Partner

Responsibilities

• Develop, implement, and communicate compensation programs, policies, and procedures aligned with business strategy, internal equity, and market competitiveness.
• Partner with HR Business Partners, Finance, Legal, senior leadership, and business leaders to translate compensation philosophy into actionable programs.
• Lead annual merit, equity refresh, and benchmarking cycles from data collection through communication.
• Conduct market analyses and compensation studies using survey data such as Radford/Aon, Mercer, and Pave to recommend pay ranges, job levels, and offer positioning.
• Use AI tools and automation to accelerate analysis, synthesize benchmarking data, improve decision quality, and reduce manual work while maintaining data-quality controls.
• Design scalable compensation workflows, tooling, audit processes, recurring analyses, and reporting.
• Build dashboards and visualizations covering pay equity, market positioning, and budget utilization.
• Create competitive offers and playbooks that help recruiters and HRBPs communicate total rewards.
• Monitor compliance with federal, state, and local pay regulations, including pay transparency, FLSA classification, and pay equity requirements.
• Partner with People Operations to integrate and optimize HRIS and compensation tools and maintain data accuracy.

Requirements

• 8+ years of experience in Compensation, Total Rewards, People Operations, or a related analytical function, ideally in a high-growth technology environment.
• Hands-on experience running compensation cycles and building scalable programs.
• Experience with compensation survey tools and methodologies, such as Radford/Aon, Mercer, Carta, or comparable platforms.
• Experience building durable workflows, automating reports, and reducing recurring manual work.
• Advanced Excel or Google Sheets skills, data modeling experience, and experience building dashboards or visualizations.
• Knowledge of compensation and employment law, including FLSA, pay transparency statutes, and pay equity frameworks.
• Strong communication skills, with the ability to translate complex compensation data into recommendations for non-specialist and executive audiences.
• Ability to perform hands-on analysis while advising leadership on compensation philosophy and strategy.
• High integrity, intellectual curiosity, and sound judgment around fairness, data quality, and validation.

Nice to Have

• Hands-on experience using AI tools or automation for analysis and synthesis.
• Background in Mathematics, Finance, Statistics, Economics, or a related quantitative field.

Compensation

• San Francisco/New York cash compensation: $181,000–$223,573 per year.
• Denver cash compensation: $154,045–$189,989 per year.
• Full-time employees receive base pay, benefits, and equity (RSUs).