# Sr. Compensation Manager

**Company:** [Databricks](https://hotfix.jobs/companies/databricks)
**Location:** Mountain View, CA, San Francisco, CA
**Role:** People Ops
**Salary:** $218k – $300k/yr
**Skills:** Excel, Google Sheets, SQL, Python, Tableau, Job Architecture, Market Pricing, Equity Strategies, Compensation Frameworks, Pay For Performance
**Posted:** 2026-02-06

> Strategic compensation lead partnering with R&D founders and leadership to design compensation models for attracting and retaining technical talent. Handles job architecture, market pricing, equity strategies, and high-stakes decisions with strong analytical skills.

## Job Description

## Scope of the role

This is a hands-on, high-impact role that will effectively cover below areas and the anticipated time spent on each:

* Compensation solutioning for R&D Talent (40%)
* Managing Compensation processes through the employee life cycle (30%)
* Contributing to building and delivering enterprise-wide compensation programs/ frameworks (30%)

## Requirements

**Comp expertise**

* Know your craft - Job architecture, Comp frameworks, Market pricing, Year-end and Midyear pay cycle, global compensation practices, pay for performance design
* Know your data - Exceptional analytical skills with the ability to synthesize complex data into clear outputs and recommendations. Analyze competitive trends in cash, equity, and total rewards to inform decision-making and tradeoffs. Advanced capabilities required in gSheets, excel. We’ll love it if you know tableau, SQL, python or have used AI for comp analytics though not a requirement
* Know the competition - Deep expertise in tech compensation practices, especially around new-hire and refresh equity strategies in the tech sector
* Be rational - Ability to balance comp knowledge with business solutioning from a first principles viewpoint.

**Operational and partnership excellence**

* Build innovatively & scale effectively - create innovative frameworks/solutions to not just solve today’s issues but also thinking ahead and anticipating future needs
* Operational capability - Ability to connect the dots between systems, players, programs to seamlessly deliver compensation programs/ products
* Savvy collaborator - Partner closely with founders and executive leadership to pre-empt, understand and solve business needs. Navigate at times competing priorities and opinions to drive the best outcomes
* Trusted advisor - Act as a trusted advisor on compensation decisions, including offers, promotions, leveling, retention and M&A scenarios. Support sensitive, high-stakes compensation decisions with sound judgment and data-backed recommendations.

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