People Research Scientist, Recruiting
Conduct rigorous research on recruiting funnels, interview effectiveness, and candidate assessment using data science and psychometrics to drive evidence-based hiring decisions at an AI safety company.
G&A Compensation Partner
Strategic compensation partner for G&A organizations, owning end-to-end comp cycle execution, market benchmarking, budget modeling, and providing expertise on pay decisions and equity programs.
255k – 310kSan Francisco, CANew York, NYPeople OpsHybrid5+ YOE
About the role
Key Responsibilities
- Operate as a strategic compensation business partner for G&A client groups, building relationships with executives, People Partners, and recruiting to navigate ambiguous problems and recommend solutions
- Own comp cycle execution end-to-end for client groups, including market benchmarking review, budget modeling, manager enablement, edge-case resolution, and exec-ready rollups
- Support overall compensation framework, including cash and equity-based programs
- Provide subject matter expertise on pay decisions, policy interpretation, and job evaluations; counsel HR Business Partners, managers, and leadership
- Create compelling data narratives and presentations for leadership, translating complex analysis into clear, actionable recommendations
- Partner cross-functionally to develop scalable processes for consistent compensation decision-making
- Develop and deliver enablement on compensation philosophy and programs
Minimum Qualifications
- Demonstrated expertise in compensation program design and execution, including experience with market benchmarking tools (e.g., Radford/Mercer/Levels.fyi), salary survey participation, and job architecture or leveling frameworks
- Proficiency in financial modeling and data analysis, with ability to build and QA compensation models in Excel or Google Sheets
- Track record of managing compensation programs or cycles end-to-end, including budget modeling and stakeholder rollups
- Strong written communication skills, with ability to translate complex compensation concepts into clear guidance for non-specialist audiences
Preferred Qualifications
- Experience in a high-growth or rapidly scaling technology company
- 5+ years of compensation-focused experience, ideally spanning both program design and business partner work
- Experience partnering with G&A functions (Finance, Legal, People, Policy, or similar)
- Familiarity with equity compensation structures, including RSUs and option grants
- Experience building or improving compensation enablement materials for managers and HR partners
- Comfort presenting analysis and recommendations to senior leadership or executive audiences
Skills
RadfordMercerLevels.FyiMarket BenchmarkingSalary Survey ParticipationJob ArchitectureLeveling FrameworksFinancial ModelingExcelGoogle SheetsBudget ModelingEquity CompensationRsusOption Grants
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