Compensation Partner
$150,500–$206,900 year
On-site · San Jose, California, United States
Job Summary
Lead end-to-end compensation cycles including annual merit, promotion, and off-cycle processes, from planning and modeling to execution. Develop and maintain salary range structures through rigorous market pricing, survey participation, and ongoing competitive benchmarking. Partner with senior leaders, HRBPs, Finance, and Legal to drive compensation program design, governance, and delivery. Provide thought partnership on broad-based compensation topics including job architecture, pay equity, and incentive plan design. Translate complex compensation data into clear, actionable insights and communicate compensation philosophies effectively to leaders and managers at all levels. Manage multiple priorities simultaneously with a hands-on, delivery-focused approach in a fast-paced, high-growth environment.
Required Qualifications
- Minimum 5 years of broad-based compensation experience in a U.S. public company
- Demonstrated experience leading compensation cycles independently from design through execution
- Strong expertise in market pricing, salary range development, and competitive benchmarking using major survey sources (e.g., Radford/Aon, Mercer, Willis Towers Watson)
- Advanced proficiency in Microsoft Excel; comfortable building models and conducting complex data analysis
- Self-driven with a high standard for accuracy, able to manage competing priorities and deliver quality work with minimal oversight in a fast-paced, ambiguous environment
- Strong communication and critical thinking skills with the ability to present compensation concepts clearly to non-technical audiences and collaborate effectively across the organization
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