Impact You Will Have
- 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%)
What We Look For
Compensation Expertise
- 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
- 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
- Expert-level knowledge of tech compensation practices, particularly around equity strategy (new hire, refresh, and performance-based)
- Ability to benchmark and evolve programs to stay ahead of the market
- Ability to hold the tension between compensation philosophy, first-principles reasoning, and pragmatic business solutioning
- Comfortable making and defending difficult tradeoffs in ambiguous situations
People Leadership
- 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
- Set clear goals and expectations, create feedback loops, and hold the team to a high bar while remaining a supportive and empowering manager
- Remain hands-on where needed; serve as a thought partner and technical escalation point for your team on complex or high-stakes compensation decisions
Operational and Partnership Excellence
- Architect frameworks and solutions that address today's challenges while anticipating the needs of a rapidly scaling organization
- Champion consistency and repeatability without sacrificing flexibility
- Define and execute a roadmap for next-generation compensation tooling and data infrastructure
- Actively leverage AI to improve market pricing, decision quality, manager enablement, and workflow efficiency
- Champion a culture of continuous improvement through technology
- Connect the dots across systems, stakeholders, and programs to deliver compensation products and cycles with precision and at scale
- Ensure data, workflows, and governance are built to support compliant, scalable execution
- Partner closely with People Business Partners, Finance, Legal, and senior business leadership to understand, anticipate, and solve complex talent and business needs
- Navigate competing priorities and organizational dynamics to drive the best outcomes
- Serve as the compensation lead on M&A diligence and integration activities
- Serve as a credible, senior voice on the most sensitive and consequential compensation decisions across the company, including executive offers, critical retention situations, organizational restructuring, and cross-functional pay equity matters
- Bring sound judgment and data-backed recommendations every time
What You'll Bring
- 10+ years of progressive compensation experience, with at least 3 years in a people management role leading a team of compensation professionals
- Deep experience in the tech sector — preferably at a high-growth private or pre-IPO company — with a strong grasp of how compensation strategy evolves across different stages of scale
- Proven ability to design and deliver enterprise-wide compensation programs (year-end cycles, midyear, equity refresh, promotions) across a global, distributed workforce
- Track record of operating as a senior business partner to founders, executives, and People leadership on high-stakes, time-sensitive compensation decisions
- Demonstrated experience using data and analytics to drive compensation decisions; comfort with tools like gSheets, Excel, and ideally Tableau, SQL, or Python
Compensation
Zone 1 Pay Range: $218,100—$299,850 USD
Zone 2 Pay Range: $196,200—$269,850 USD
Zone 3 Pay Range: $185,400—$254,850 USD
Zone 4 Pay Range: $174,500—$239,900 USD
The total compensation package for this position may also include eligibility for annual performance bonus, equity, and benefits. Actual compensation packages are based on several factors that are unique to each candidate, including but not limited to job-related skills, depth of experience, relevant certifications and training, and specific work location.
DatabricksSan Francisco, CA
