Compensation Lead

• Lead market benchmarking analysis across executive and non-executive roles, leveraging survey data to inform pay decisions
• Design and maintain competitive salary structures, pay bands, and job architecture across all levels
• Partner with executive leadership on executive compensation design, including base, bonus, and equity
• Monitor market trends and regulatory changes (e.g., pay transparency laws) to keep programs current and compliant
• Design and administer annual compensation cycles, including merit, bonus, and equity refresh programs
• Develop and maintain compensation policies, guidelines, and governance frameworks
• Partner with Finance on compensation budgeting, modeling, and forecasting
• Provide ongoing compensation support for offers, promotions, and internal equity reviews to enable hiring and retention decisions
• Partner closely with Talent Acquisition and HRBPs to structure competitive, defensible offers
• Advise hiring managers and senior leaders on compensation strategy for critical and hard-to-fill roles
• Present compensation analysis, recommendations, and program updates to senior leaders and cross-functional stakeholders in a clear, compelling manner

Deep expertise in market benchmarking and survey participationDemonstrated ability to build credibility and influence with senior leaders and executivesSound judgment and discretion when handling sensitive and confidential compensation dataExcellent presentation and communication skills, with the ability to translate complex data into clear, actionable recommendations8+ years of progressive experience in compensation, with demonstrated ownership of both executive and non-executive compensation programsStrong analytical skills and advanced proficiency in Excel/Google Sheets; experience with HRIS tools such as WorkdayProven experience designing and running compensation programs (merit, bonus, equity) at scaleExperience with equity administration and global/international compensation practicesExperience supporting executive and board-level compensation processesPrior experience in a high-growth or public company environment

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