Sr. Compensation Partner

Overview

As our Senior Compensation Partner you will lead compensation strategy and execution across the US, UK, Canada, and India. This role serves as a strategic partner and subject matter expert to managers, People Business Partners, Talent Acquisition, Finance, and People Operations, designing and scaling programs that support growth, reinforce pay-for-performance, and enable fair, competitive, compliant, data-driven compensation decisions.

Responsibilities & Accountabilities

• Lead compensation strategy and execution across base pay, incentives, equity, and global compensation planning.
• Design, govern, and improve compensation programs aligned to business strategy, market data, internal equity, and pay-for-performance principles.
• Advise senior leaders and People Business Partners on compensation decisions, job leveling inputs, organizational changes, promotions, adjustments, and internal movement.
• Serve as the compensation SME for equity programs, including new hire, promotion, and refresh grants; employee education; administration; and communications.
• Resolve complex compensation escalations with equitable, consistent, well-documented recommendations and appropriate risk or exception escalation.
• Conduct market analysis, benchmarking, and job pricing using approved survey data; translate insights into practical recommendations for leadership.
• Drive pay equity, pay transparency, compliance support, and proactive risk mitigation in partnership with Legal, Finance, People Operations, and People Business Partners.
• Manage compensation tools, vendors, frameworks, and documentation to ensure processes are accurate, scalable, auditable, and aligned to business needs.
• Use reporting, analytics, and AI-enabled tools to identify trends, improve data quality, and strengthen program effectiveness and automation.

Competencies and Behaviors

• Strategic compensation judgment: Applies business context, market data, internal equity, pay-for-performance principles, and compliance requirements to sound decisions.
• Executive partnership: Builds credibility with senior leaders through clear guidance, practical tradeoff analysis, and consistent decision support.
• Analytical rigor: Uses data to identify trends, validate assumptions, explain implications, and support fair, documented decisions.
• Operational excellence: Delivers accurate, timely processes with strong governance, documentation, audit readiness, and follow-through.
• Confidentiality and discretion: Handles sensitive compensation information with professionalism, boundaries, and sound escalation judgment.
• Process improvement mindset: Simplifies, automates, documents, and scales operations without compromising accuracy or compliance.
• Change communication: Explains compensation processes, timelines, decisions, and rationale clearly for the audience.