Head of Compensation

Required

• A track record designing comp structures that hold up under scrutiny: defensible, explainable, and equitable.
• A track record navigating tense comp conversations — comp disputes, promotion denials, retention counters — with solutions that hold up, not just policy citations.
• You work closely with Talent Acquisition, Finance, and business leaders — comp touches everyone, and you know how to translate between all of them
• Experience with pay transparency practices and the regulatory landscape around them.
• Experience applying AI tools to automate comp analysis or reporting at scale.
• Experience in a company going through rapid growth or a strategic pivot, where the comp structure had to keep pace.
• Background spanning both in-house comp leadership and consulting or advisory work.
• You default to shipping a version and iterating over waiting for a perfect model.
• A build mandate, not a “run the annual cycle” brief.
• A Leadership and People team that wants comp to be a strategic lever, not a back-office function.
• Business leaders who want a thought partner on comp, not a rate-card lookup.
• An organization that backs conviction with investment.