Senior compensation analyst work from home jobs - 330 jobs

Patterson isn't just a place to work, it's a partner that cares about your success. One of the distinguishing marks of our company is the talented people who embrace the people-first, always advancing, and results-driven culture. Professional growth abounds in this motivating environment. We value the diverse talents and experiences our employees bring to Patterson and believe that they build a stronger and successful organization. Job Description: The Senior Compensation Analyst role is responsible for the administration and consultation of Patterson's compensation programs; evaluate, design, and implement market competitive programs, streamline processes, and engage in and lead compensation projects. This role consults to ensure that programs are communicated and administered timely and in compliance with applicable regulations. The role collaborates cross-functionally, shares knowledge on compensation programs, and works to either gain consensus or clarify differences. Areas of accountabilities may include: job evaluations, structure development, short-term incentives, sales compensation, equity, and executive compensation. Essential Functions Design, implement and administer compensation programs (i.e., base pay, bonus, sales compensation, equity) to drive market competitiveness; analyze market data and labor trends to recommend plan design enhancements; primarily U.S-based, may include international programs Provide effective consultation to various audiences (i.e., HRBP's, Talent Acquisition, business leaders, etc.) and share knowledge on compensation strategies, best practices, and programs; collaborate and build understanding, find solutions to inquiries and issues, and consult on program design and options to ensure alignment with the compensation philosophy and total rewards strategy Conduct job evaluations to drive internal and external equity; develop an understanding of the jobs and organizational structures to formulate recommendations for pay grade, FLSA exemption, etc. Lead the annual compensation process; provide effective project management for the overall merit, annual bonus and long-term incentive programs to include data audits, communications and resources, system testing, and effective cross-functional partnerships (e.g., Performance/Talent team, HR Technology, external vendors) Lead assigned projects and support team projects to include providing subject matter expertise and thought leadership, preparing analysis, enhancements, and developing and presenting recommendations to leadership Develop communications, resources and tools to drive engagement and understanding of compensation programs; present compensation-related materials as requested to various internal audiences (i.e., HR Business Partners, Talent Acquisition, Management) Develop, document, and/or evaluate internal processes and reports and recommend enhancements to streamline workflow while ensuring compliance with regulatory requirements and Company compensation plan provisions Maintain assigned SOX compliance controls; provide timely responses and documentation for internal and external audits Maintain knowledge of state and federal regulations and requirements governing compensation programs and policies, and recommend appropriate courses of action based on updates in legislation, partner with the internal legal team to ensure compliance Comply with Company and department policies and standards; performs other duties as assigned Additional Responsibilities May be accountable to assist with compensation surveys May support equity-based programs, proxy compensation data preparation, and compensation committee materials Minimum Requirements Bachelor's Degree in human resources, finance, or other business-related field or equivalent education and/or experience 5 years combined experience in compensation, finance or human resources and 3 years experience with compensation program administration, design and analytics Preferred Requirements Sales incentive compensation design, modeling, and implementation (i.e., drafting plan documents, consulting) Skills and Abilities Demonstrated application of compensation fundamentals (e.g., market pricing, job evaluations, base pay and incentive administration, consulting principles) Thorough knowledge of laws and regulations affecting compensation design and administration Strong written and verbal communication skills; ability to consult and summarize analytics in a clear and concise manner Excellent analytical and project management skills with demonstrated ability to take initiative Demonstrated time management skills; ability to organize and prioritize work effectively, and adapt to changing priorities Strong attention to detail and problem-solving skills; ability to exercise independent judgment and critical thinking Strong proficiency in Microsoft Excel, PowerPoint, HR system such as Workday Ability to work independently and effectively drive for results in a vastly work from home environment, as well as participate in and lead in a team environment Physical and Cognitive Demands Communicate/Hearing Frequently Communicate/Talking Frequently Learn New Tasks or Concepts Frequently Make Timely Decisions in the Context of a Workflow Frequently Complete Tasks Independently Constantly Maintain Focus Constantly Remember Processes & Procedures Constantly Stationary Position (Seated) Constantly Vision Constantly This person must work within a commutable distance of Mendota Heights, MN. What's In It For You We provide competitive benefits, unique incentive programs and rewards for our eligible employees: Full Medical, Dental, and Vision benefits and an integrated Wellness Program. 401(k) Match Retirement Savings Plan. Paid Time Off (PTO). Holiday Pay & Floating Holidays. Volunteer Time Off (VTO). Educational Assistance Program. Full Paid Parental and Adoption Leave. LifeWorks (Employee Assistance Program). Patterson Perks Program. The potential compensation range for this role is below. The final offer amount could exceed this range, based on various factors such as candidate location (geographical labor market), experience, and skills. $83,400.00 - $104,200.00EEO Statement Patterson provides equal employment opportunities to applicants and employees without regard to race; color; sex; gender identity; sexual orientation; religious practices and observances; national origin; pregnancy, childbirth, or other related medical conditions; status as a protected veteran or spouse/family member of a protected veteran; or disability.

Our mission is to unlock the full potential of private markets. Privately owned assets like commercial real estate, private equity, and venture capital make up half of our financial ecosystem yet remain inaccessible to most people. We are digitizing these markets, and as a result, bringing efficiency, transparency, and access to one of the most productive corners of our financial ecosystem. If you care about making the world a better place by making markets work better through technology - all while contributing as a member of a values-driven organization - we want to hear from you. Juniper Square offers employees a variety of ways to work, ranging from a fully remote experience to working full-time in one of our physical offices. We invest heavily in digital-first operations, allowing our teams to collaborate effectively across 27 U.S. states, 2 Canadian Provinces, India, Luxembourg, and England. We also have physical offices in San Francisco, New York City, Mumbai and Bangalore for employees who prefer to work in an office some or all of the time. About your role We are looking for an experienced Compensation Analyst to join our Total Rewards team. This role applies acquired job skills and detailed compensation knowledge to complete substantive, complex assignments. We're looking for a team member who is comfortable working autonomously and managing self-directed projects. You will act as a subject matter expert and internal consultant to People Business Partners and managers on a variety of compensation topics, from job architecture to pay equity. Your primary focus will be on administering, analyzing, and maintaining the company's compensation programs to ensure internal equity and external market competitiveness. What you'll do * Market Analysis & Benchmarking: Independently manage and participate in salary surveys, analyzing market data to determine competitiveness. Conduct in-depth market pricing for new and existing jobs, recommending appropriate salary ranges, job grades, and classifications (e.g., FLSA status). * Annual Program Execution: Assist in the critical preparation, analysis, and execution of annual compensation programs, including the merit review cycle, annual incentive plans, equity and short-term variable programs. * Consulting and Advisory: Serve as a compensation contact for People Business Partners and managers, providing guidance on pay decisions, promotions, new hire offers, and policy interpretation for moderately complex issues. * Job Architecture Management: Administer and maintain the company's global/local job architecture and salary structures. Evaluate job positions to write, revise, and maintain accurate job descriptions, ensuring consistency in grading and titling. * Compliance & Reporting: Ensure compensation programs and practices are compliant with local laws. Prepare various compensation reports and conduct internal audits to ensure data integrity and consistent application of policies. Qualifications Required Skills & Experience * Bachelor's degree in Human Resources, Business Administration, Finance, or a related field. * 4-7 years of progressive compensation experience, including direct and substantial experience working within a high-growth technology organization. * Demonstrated ability to leverage compensation, particularly complex equity instruments, to attract and retain high-demand technical talent in a rapid-scaling environment. * Advanced proficiency in Google Sheets/Microsoft Excel (e.g., pivot tables, VLOOKUP, complex formulas, modeling). * Proven experience assisting with administration of annual compensation cycles (merit, bonus, or incentive plans). * Demonstrated ability to perform independent market pricing and job evaluations. * Global Experience: Experience with compensation practices in multiple geographic regions. Preferred Skills * Certified Compensation Professional (CCP) designation is highly desirable. * Consulting acumen: Excellent written and verbal communication skills, with the ability to clearly explain complex compensation concepts to non-specialists. * Project Management: Proven ability to manage moderate-scope projects from initiation through completion. Compensation Compensation for this position includes a base salary and a variety of benefits. The U.S. base salary range for this role is $130,000 - $145,000 USD and the Canadian base salary range for this role is $85,000 - $105,000 CAD. Actual base salaries will be based on candidate-specific factors, including experience, skillset, and location, and local minimum pay requirements as applicable. Benefits include: * Health, dental, and vision care for you and your family * Life insurance * Mental wellness coverage * Fertility and growing family support * Flex Time Off in addition to company paid holidays * Paid family leave, medical leave, and bereavement leave policies * Retirement saving plans * Allowance to customize your work and technology setup at home * Annual professional development stipend Your recruiter can provide additional details about compensation and benefits. #experiencedprofessional #LI-AM #LI-Remote #Juniper-US #Juniper-Canada

Reports to: Senior Director, People Operations Compensation Range: $100,000 to $120,000 base plus bonus and equity What We Do: Huntress is a fully remote, global team of passionate experts and ethical badasses on a mission to break down the barriers to cybersecurity. Whether creating purpose-built security solutions, hunting down hackers, or impacting our community, our people go above and beyond to change the security game and make a real difference. Founded in 2015 by former NSA cyber operators, Huntress protects all businesses-not just the 1%-with enterprise-grade, fully owned, and managed cybersecurity products at the price of an affordable SaaS application. The Huntress difference is our One Team advantage: our technology is designed with our industry-defining Security Operations Center (SOC) in mind and is never separated from our service. We protect 4M+ endpoints and 7M+ identities worldwide, elevating underresourced IT teams with protection that works as hard as they do. As long as hackers keep hacking, Huntress keeps hunting. What You'll Do: Huntress is expanding our People Operations team with the addition of a new Compensation Analyst. This is a pivotal, data-focused role within the People team, responsible for owning, executing, and continuously updating our company's compensation strategies. You will play a crucial role in preparing the organization for continued growth and expansion, ensuring that our compensation practices are robust, transparent, and sustainable as we scale. The analyst will leverage their expertise to analyze market trends, model scenarios, and implement programs that directly support our goal of remaining highly competitive within the industry and attracting and retaining top talent. By owning the end-to-end compensation life cycle, our compensation analyst will ensure that our pay structure is not only internally equitable but also strategically aligned with the future success of the business. Responsibilities: Prepare and execute compensation cycles that occur throughout the year, ensuring data accuracy Facilitate and serve as a member of the Rewards Committee, preparing materials and scheduling review sessions Ensure pay ranges remain current and market-competitive, managing a semiannual refresh process Conduct an annual pay gap analysis, making recommendations based on findings Research and recommend secondary compensation data sources as needed Maintain monthly stock grants, performing quality control checks for accuracy Initiate Compensation/Career Laddering discussions with leaders to ensure company-wide alignment, particularly for roles with multiple incumbents Prepare, communicate, and manage the semi-annual bonus process Develop and implement Total Reward Statements, highlighting employer contributions Prepare and present educational compensation information for managers, ensuring they are equipped to have compensation conversations confidently Collaborate with various members of the People Team, ensuring alignment on our compensation philosophy and approach What You Bring To The Team: 3+ years of hands-on experience, showcasing your in-depth understanding of compensation programs Experience working in a fast-paced, dynamic environment Ability to analyze and enhance compensation processes, leveraging technology for efficiency Strong analytical/problem-solving skills Ability to meet deadlines and support multiple projects simultaneously with a strong attention to detail Experience with various Compensation planning and benchmarking tools: Workday and/or Pave is a plus What We Offer: 100% remote work environment - since our founding in 2015 Generous paid time off policy, including vacation, sick time, and paid holidays 12 weeks of paid parental leave Highly competitive and comprehensive medical, dental, and vision benefits plans 401(k) with a 5% contribution regardless of employee contribution Life and Disability insurance plans Stock options for all full-time employees One-time $500 reimbursement for building/upgrading home office Annual allowance for education and professional development assistance $75 USD/month digital reimbursement Access to the BetterUp platform for coaching, personal, and professional growth Huntress is committed to creating a culture of inclusivity where every single member of our team is valued, has a voice, and is empowered to come to work every day just as they are. We do not discriminate based on race, ethnicity, color, ancestry, national origin, religion, sex, sexual orientation, gender identity, disability, veteran status, genetic information, marital status, or any other legally protected status. We do discriminate against hackers who try to exploit businesses of all sizes. Accommodations: If you require reasonable accommodation to complete this application, interview, or pre-employment testing or participate in the employee selection process, please direct your inquiries to accommodations@huntresslabs.com . Please note that non-accommodation requests to this inbox will not receive a response. Huntress uses artificial intelligence tools to assist in reviewing and evaluating job applications, including resume screening, skills assessment, and candidate matching and comparisons. These AI tools support our human recruiters in the initial review process but do not make final hiring decisions without human involvement. By submitting your application, you acknowledge this use of AI in our recruitment process. Please review our Candidate Privacy Notice for more details on our practices and your data privacy rights. #BI-Remote

Why Choose Us? Novolex is a leading manufacturer of food, beverage, and specialty packaging that supports multiple industries including foodservice, restaurant delivery and carryout, food processing, grocery and retail, and industrial sectors. Novolex manufacturing and sourcing expertise spans a diverse range of substrates including resin, paper, molded fiber, aluminum and more. We provide customers a broad array of stock and customized solutions with 120 product categories, 250 brands and over 39,000 SKUs. * $90-115,000 base salary + annual bonus * Medical, dental and vision options * Wellness rewards to fund your HRA or HSA * Paid holidays, time off, parental and other leaves * Financial protection benefits such as life, AD&D and disability insurance, and 401(k) Plan with employer matching contributions * Education Support (for example, tuition reimbursement, Chairman's Scholarship, 529 College Savings Plan) * Broad Based Employee Award Program-value sharing plan for all employees with one year of service * Employee Assistance Program and much more! Our Sustainability Commitment The Novolex sustainability vision is built upon three pillars: our products, our operations and our people. Each is critically important to our growth and future as a business. These pillars form the foundation of our company-wide commitment to sustainability, helping us achieve our ambitious goals through our wide-ranging initiatives. Responsibilities Summary: The Compensation Manager is responsible for supporting the design, implementation, and administration of Novolex's compensation programs. The Compensation Manager partners with HR Business Partners, Talent Acquisition, and internal stakeholders to deliver data-driven, consistent, and equitable compensation recommendations. This role is remote-based, with a preference for candidates located near our Lake Forest, IL or Charlotte, NC offices. Essential Functions & Key Responsibilities: Compensation Strategy & Program Management * Partner in the development, delivery, and ongoing maintenance of base pay structures, salary ranges, and job architecture frameworks. * Conduct market analysis using industry salary surveys; benchmark roles to ensure competitive and equitable pay practices. * Support the design and administration of annual compensation cycles (merit, promotions, market adjustments, and incentive programs). * Lead compensation program updates, including communication, process improvements, and system enhancements. * Present compensation recommendations and insights to leadership in a clear, data-driven manner. Job Evaluation * Conduct job evaluations for professional and management level roles and determine appropriate job levels and salary grades. * Ensure consistency and compliance with compensation policies, job leveling guidelines, and organizational frameworks. * Partner with HR and business leaders to review role changes, reorganizations, and workforce planning needs. Analytics & Compliance * Perform complex compensation analysis using internal data and market insights to identify trends, risks, and opportunities. * Ensure compliance with applicable federal, state, and local wage and hour laws, including FLSA classification. * Maintain data integrity across HRIS and compensation systems; partner with HRIS to support compensation-related system updates. Process Leadership & Continuous Improvement * Lead compensation-related projects (e.g., market studies, job architecture refresh). * Develop compensation tools, guides, and communication materials for HR and business leaders. * Recommend process improvements to enhance efficiency, accuracy, and employee experience. Candidate Requirements: * Bachelor's degree in Human Resources, Business, Finance, or related field (preferred) * 5+ years of progressive compensation experience, including experience with job evaluation, salary surveys, market pricing, and compensation program administration. * Strong analytical skills with demonstrated proficiency in compensation modeling and data analysis. * Experience administering annual merit cycles and compensation programs. * Proficiency in Excel and HRIS/compensation systems (e.g., Workday, SuccessFactors, AON/Radford). * Strong understanding of FLSA regulations, compensation compliance requirements, and market pricing methodology. Preferred * Experience with Workday-Advanced Compensation Module * CCP certification (or progress toward CCP). * Experience supporting multi-state or global compensation programs. Qualifications What You'll Get From Us Benefits With safety as our top priority and a commitment to employee well-being an important focus, we offer comprehensive and competitive benefits that include medical, dental and vision insurance as well as a variety of other well-being resources focused on mental, physical and financial health. Specific benefits and well-being programs may vary depending on where you work. Community Engagement At Novolex, giving back to the local communities that support us is important. Our Focused Giving Program prioritizes support for organizations whose missions promote sustainability initiatives or address food and hunger needs. We also encourage facility level support of activities in the communities where our employees live and work. Training and Development We offer constant opportunities for advancement. From skills development to advanced education programs, training and development programs and courses are available through MyLearning. Programs include company and industry training curricula, support for formal education through the Tuition Reimbursement Program, and a Learning Management System that supports and enhances employee skills at all levels of the organization. Novolex is committed to providing equal employment opportunity in all employment practices, including but not limited to selection, hiring, promotion, transfer, and compensation to all qualified applicants and employees without regard to age, race, color, national origin, sex, pregnancy, sexual orientation, gender identity, religion, handicap or disability, genetics, citizenship status, service member or veteran status, or any other category protected by federal, state, or local law. Any individual who, because of his or her disability, needs an accommodation in connection with an aspect of the Company's application process should contact my **********************. #LI-TM1 Responsibilities Summary: The Compensation Manager is responsible for supporting the design, implementation, and administration of Novolex's compensation programs. The Compensation Manager partners with HR Business Partners, Talent Acquisition, and internal stakeholders to deliver data-driven, consistent, and equitable compensation recommendations. This role is remote-based, with a preference for candidates located near our Lake Forest, IL or Charlotte, NC offices. Essential Functions & Key Responsibilities: Compensation Strategy & Program Management - Partner in the development, delivery, and ongoing maintenance of base pay structures, salary ranges, and job architecture frameworks. - Conduct market analysis using industry salary surveys; benchmark roles to ensure competitive and equitable pay practices. - Support the design and administration of annual compensation cycles (merit, promotions, market adjustments, and incentive programs). - Lead compensation program updates, including communication, process improvements, and system enhancements. - Present compensation recommendations and insights to leadership in a clear, data-driven manner. Job Evaluation - Conduct job evaluations for professional and management level roles and determine appropriate job levels and salary grades. - Ensure consistency and compliance with compensation policies, job leveling guidelines, and organizational frameworks. - Partner with HR and business leaders to review role changes, reorganizations, and workforce planning needs. Analytics & Compliance - Perform complex compensation analysis using internal data and market insights to identify trends, risks, and opportunities. - Ensure compliance with applicable federal, state, and local wage and hour laws, including FLSA classification. - Maintain data integrity across HRIS and compensation systems; partner with HRIS to support compensation-related system updates. Process Leadership & Continuous Improvement - Lead compensation-related projects (e.g., market studies, job architecture refresh). - Develop compensation tools, guides, and communication materials for HR and business leaders. - Recommend process improvements to enhance efficiency, accuracy, and employee experience. Candidate Requirements: - Bachelor's degree in Human Resources, Business, Finance, or related field (preferred) - 5+ years of progressive compensation experience, including experience with job evaluation, salary surveys, market pricing, and compensation program administration. - Strong analytical skills with demonstrated proficiency in compensation modeling and data analysis. - Experience administering annual merit cycles and compensation programs. - Proficiency in Excel and HRIS/compensation systems (e.g., Workday, SuccessFactors, AON/Radford). - Strong understanding of FLSA regulations, compensation compliance requirements, and market pricing methodology. Preferred - Experience with Workday-Advanced Compensation Module - CCP certification (or progress toward CCP). - Experience supporting multi-state or global compensation programs.

About Us dbt Labs is the pioneer of analytics engineering, helping data teams transform raw data into reliable, actionable insights. Since 2016, we've grown from an open source project into the leading analytics engineering platform, now used by over 50,000 teams every week. As of February 2025, we've surpassed $100 million in annual recurring revenue (ARR) and serve more than 5,400 dbt Cloud customers, including JetBlue, HubSpot, Vodafone New Zealand, and Dunelm. We're backed by top-tier investors including Andreessen Horowitz, Sequoia Capital, and Altimeter. At our core, we believe in empowering data practitioners: Code-based data transformations unlock transparency, flexibility, and collaboration Analysts should adopt software engineering best practices to build trusted data products Core analytics infrastructure should be open source and user-controlled Analytic code-not just tools-should be shared and community-driven dbt is now synonymous with analytics engineering, defining the modern data stack and serving as the data control plane for enterprise teams around the world. And we're just getting started. We're growing fast and building a team of passionate, curious people across the globe. Learn more about what makes us special by checking out our values. We're hiring a Senior Compensation Manager to serve as a senior individual contributor and trusted expert on our People team. This role is designed for someone who brings deep compensation expertise, exercises strong independent judgment, and thrives with high autonomy and broad ownership. This role needs an experienced practitioner who: operates as a SME, leads significant, enterprise-wide initiatives, and influences outcomes across our function. In this role, you will own and evolve our compensation programs end-to-end, partnering closely with our teams across: People Business Partners (PBPs), Talent Acquisition, Finance, and Legal. This is a high impact IC role that reports into our Senior Director of Total Rewards and People Operations, and it comes with high visibility, established trust, and the ability to shape how we attract, retain, and reward talent at a global scale. What you'll do Act as the company's compensation expert Serve as the primary subject matter expert for compensation at dbt Labs, applying deep knowledge to complex and high impact decisions Lead and contribute to the development of compensation principles, structures, and programs that support company goals Apply sound judgment to ambiguous, novel, or nuanced compensation challenges Own compensation strategy and execution Design, maintain, and evolve global compensation bands across functions, levels, and geographies Lead annual benchmarking efforts using Radford, Pave, and other market data sources as well as manage software tools and systems Ensure cash and equity programs are competitive, equitable, and aligned with our values Drive significant programs and projects Own the end to end planning and execution of company-wide merit and promotion cycles Build and maintain sophisticated models for salary planning, equity refresh strategy, burn-rate monitoring, and retention risk analysis Lead compensation diligence and modeling for new country expansion and organizational change Partner across the business You will be the senior compensation partner to our PBPs, Talent Acquisition, and functional leaders. Our bar for partnership is high and we expect our team to lead by example. Advise on complex compensation scenarios including new-hire offers, promotions, internal mobility, and exception cases Communicate advanced compensation concepts clearly to diverse audiences and influence decision-making Operate with rigor, integrity, and independence Partner closely with finance on planning, forecasting, and compensation assumptions Support TR leader in compensation committee and BOD materials as needed Own compensation governance and compliance as we scale globally, ensuring alignment with local regulations and local talent expectations Build for scale Maintain and evolve global Total Rewards documentation to ensure clarity and transparency Identify and implement improvements to compensation processes, tools, and policies Anticipate future needs and proactively design solutions that scale with our business What success looks like You are recognized internally as the compensation expert and go-to advisor for complex decisions Leaders rely on your judgment, consistency, and accuracy to navigate ambiguous or high-stakes compensation topics Compensation programs are principled, scalable, and well understood across the company and across audiences Your work has a measurable impact on retention, equity, and organizational effectiveness What we're looking for 8-12 years of progressive experience in compensation or total rewards Demonstrated ability to operate independently on significant, high-impact initiatives Deep expertise in job architecture, market pricing, pay equity analysis, and program design Strong analytical foundation with experience building and explaining complex models Proven ability to influence without authority and partner effectively across functions Clear, confident communicator who can tailor messaging to technical and non-technical audiences High judgment, discretion, and a strong sense of fairness Why dbt Labs True IC seniority: This is a role with meaningful scope, autonomy, and influence Strong foundations: You'll build on solid existing programs, not start from scratch Talented partners: You'll collaborate with thoughtful People, Finance, Legal, and business leaders Real impact: Your work directly shapes how we reward and retain our people Values-driven: Equity, transparency, and rigor are core to how we design compensation We're in growth mode: Currently more than 700 team members across almost 2 dozen countries and continuing to grow If you're excited to operate as a senior expert, lead critical compensation initiatives, and shape programs that scale with integrity, we'd love to meet you. Remote Hiring Process Interview with a Talent Acquisition Partner Interview with our Chief People Officer Team Interviews with stakeholders on the People, Finance and Total Rewards teams Benefits Unlimited vacation time with a culture that actively encourages time off 401k plan with 3% guaranteed company contribution Comprehensive healthcare coverage Generous paid parental leave Flexible stipends for: Health & Wellness Home Office Setup Cell Phone & Internet Learning & Development Office Space Compensation We offer competitive compensation packages commensurate with experience, including salary, equity, and where applicable, performance-based pay. Our Talent Acquisition Team can answer questions around dbt Lab's total rewards during your interview process. In select locations (including Boston, Chicago, Denver, Los Angeles, Philadelphia, New York City, San Francisco, Washington, DC, and Seattle), an alternate range may apply, as specified below. The typical starting salary range for this role is: $162,000 - $196,200 USD The typical starting salary range for this role in the select locations listed is: $180,000 - $218,000 USD dbt Labs is an equal opportunity employer, committed to building an inclusive team that welcomes diverse perspectives, backgrounds, and experiences. Even if your experience doesn't perfectly align with the job description, we encourage you to apply-we value potential just as much as a perfect resume. Want to learn more about our focus on Diversity, Equity and Inclusion at dbt Labs? Check out our DEI page. dbt Labs reserves the right to amend or withdraw the posting at any time. For employees outside the United States, dbt Labs offers a competitive benefits package. RSUs or comparable benefits may be offered depending on the legal or country limitations. Privacy Notice Supplement to Privacy Notice - Californians Supplement to Privacy Notice - EEA/UK

Who we are Samsara (NYSE: IOT) is the pioneer of the Connected Operations™ Cloud, which is a platform that enables organizations that depend on physical operations to harness Internet of Things (IoT) data to develop actionable insights and improve their operations. At Samsara, we are helping improve the safety, efficiency and sustainability of the physical operations that power our global economy. Representing more than 40% of global GDP, these industries are the infrastructure of our planet, including agriculture, construction, field services, transportation, and manufacturing - and we are excited to help digitally transform their operations at scale. Working at Samsara means you'll help define the future of physical operations and be on a team that's shaping an exciting array of product solutions, including Video-Based Safety, Vehicle Telematics, Apps and Driver Workflows, and Equipment Monitoring. As part of a recently public company, you'll have the autonomy and support to make an impact as we build for the long term. About the role: Samsara is seeking a highly motivated Sales Compensation Analyst to join our fast-paced Sales Compensation team within the Accounting department. In this role, you will help scale our revenue-generating operations by implementing and administering sales compensation programs. You will work collaboratively with Sales Management, Sales Operations, Finance and Business Technology teams to ensure incentive plans are implemented correctly and commissions are paid accurately. The ideal candidate is analytical, deadline driven, detail oriented, self-motivated, and able to multitask. This is a remote position open to candidates residing in the US except Alaska, Austin Metro, Boulder Metro, California, Chicago Metro, Connecticut, Dallas Metro, Denver Metro, Houston Metro, Maryland, Massachusetts, New Jersey, New York, Rhode Island, Seattle Metro, and Washington, D.C. You should apply if: You want to impact the industries that run our world: Your efforts will result in real-world impact-helping to keep the lights on, get food into grocery stores, reduce emissions, and most importantly, ensure workers return home safely. You are the architect of your own career: If you put in the work, this role won't be your last at Samsara. We set up our employees for success and have built a culture that encourages rapid career development, countless opportunities to experiment and master your craft in a hyper growth environment. You're energized by our opportunity: The vision we have to digitize large sectors of the global economy requires your full focus and best efforts to bring forth creative, ambitious ideas for our customers. You want to be with the best: At Samsara, we win together, celebrate together and support each other. You will be surrounded by a high-caliber team that will encourage you to do your best. In this role, you will: Administer sales variable payments, including commissions, draws, MBOs, and SPIFFs in accordance with the monthly commission process and company policies for the commissionable employees in assigned sales teams who require a moderate level of plan administration complexity. Understand and apply the commission plan consistently, ensuring commission calculations comply with policies and manage exception requests. Maintain sales comp plan documents templates and execute distribution, ensuring accurate and timely to each employee on an incentive plan. Address commissions inquiries, adjustments and corrections in a timely manner, providing a positive employee experience when resolving. Validate accrual and payments results for assigned segments. Provide business drivers for fluctuations. Provide insights on business drivers of commissions result variances. Document and maintain business processes for monthly/quarterly close, commission accounting tasks, and audits. Support commission plan participant setup, including new hires, terminations, and in-year and/or year-over-year change and complete relevant audit controls for SOX compliance. Perform User Acceptance Testing for new and/or modified configuration to execute sales comp plan changes in the sales incentive administration tool. Identifying and contribute to process improvements to scale Sales Compensation operations with Samsara's growth. Champion, role model, and embed Samsara's cultural principles (Focus on Customer Success, Build for the Long Term, Adopt a Growth Mindset, Be Inclusive, Win as a Team) as we scale globally and across new offices. Minimum requirements for the role: 5+ years in a Sales Compensation role; experience at a high-growth technology company or company with 500+ employees on a commission is a plus. Bachelor Degree required; preferably in Finance, Economics, or related field. Strong communication (written and verbal), organizational, analytical and problem-solving skills; advanced skills in MS Excel and/or Google Sheets. Experience in automated sales commissions systems and their set-up and operation (e.g. Xactly, SAP, Anaplan, Oracle EIM, etc.) Demonstrated success in a collaborative, fast-paced environment, proven attention to detail, good business acumen and awareness of business trends, high degree of motivation, responsibility, and flexibility. The range of annual base salary for full-time employees for this position is below. Please note that base pay offered may vary depending on factors including your city of residence, job-related knowledge, skills, and experience.$64,260-$86,400 USD At Samsara, we welcome everyone regardless of their background. All qualified applicants will receive consideration for employment without regard to race, color, religion, national origin, sex, gender, gender identity, sexual orientation, protected veteran status, disability, age, and other characteristics protected by law. We depend on the unique approaches of our team members to help us solve complex problems and want to ensure that Samsara is a place where people from all backgrounds can make an impact. Benefits Full time employees receive a competitive total compensation package along with employee-led remote and flexible working, health benefits, and much, much more. Take a look at our Benefits site to learn more. Accommodations Samsara is an inclusive work environment, and we are committed to ensuring equal opportunity in employment for qualified persons with disabilities. Please email ********************************** or click here if you require any reasonable accommodations throughout the recruiting process. Flexible Working At Samsara, we embrace a flexible working model that caters to the diverse needs of our teams. Our offices are open for those who prefer to work in-person and we also support remote work where it aligns with our operational requirements. For certain positions, being close to one of our offices or within a specific geographic area is important to facilitate collaboration, access to resources, or alignment with our service regions. In these cases, the job description will clearly indicate any working location requirements. Our goal is to ensure that all members of our team can contribute effectively, whether they are working on-site, in a hybrid model, or fully remotely. All offers of employment are contingent upon an individual's ability to secure and maintain the legal right to work at the company and in the specified work location, if applicable. Fraudulent Employment Offers Samsara is aware of scams involving fake job interviews and offers. Please know we do not charge fees to applicants at any stage of the hiring process. Official communication about your application will only come from emails ending in ‘@samsara.com' or ‘@us-greenhouse-mail.io'. For more information regarding fraudulent employment offers, please visit our blog post here.

At Arctic Wolf, we're not just navigating the cybersecurity landscape - we're redefining it. Our global team of dedicated Pack members is driving innovation and setting new industry standards every day. Our impact speaks for itself: we've earned recognition on the Forbes Cloud 100, CNBC Disruptor 50, Fortune Future 50, and Fortune Cyber 60 lists, and we recently took home the 2024 CRN Products of the Year award. We're proud to be named a Leader in the IDC MarketScape for Worldwide Managed Detection and Response Services and earning a Customers' Choice distinction from Gartner Peer Insights. Our Aurora Platform also received CRN's Products of the Year award in the inaugural Security Operations Platform category. Join a company that's not only leading, but also shaping, the future of security operations. Our mission is simple: End Cyber Risk. We're looking for a Compensation Analyst to be part of making that happen. The Compensation Analyst is an individual contributor who supports compensation programs and ensures accurate data and job documentation across business units. This role partners with client-facing teams and works directly with business leaders in areas where compensation needs are more standardized and predictable. The analyst provides clear, actionable guidance, facilitates process execution, assists with market pricing, prepares compensation cycles, conducts audits, and contributes to special projects. By combining analytical rigor with approachable communication, the Compensation Analyst helps deliver effective solutions that align with organizational goals. Responsibilities: Lead the design and governance of foundational compensation processes, tools, and templates based on business needs and stakeholder input. Provide operational and analytical support to Compensation Partners, ensuring accurate execution of programs and processes. Analyze data trends and recommend process improvements to enhance efficiency and accuracy. Support execution of compensation programs and processes under general guidance. Validate data accuracy and identify discrepancies; recommend corrective actions. Conduct preliminary market pricing using survey data and summarize findings for review. Maintain the job catalog, update systems, and manage job descriptions within approved job architecture. Prepare standard reports and dashboards for HR and business leaders; highlight trends or anomalies and escalate insights to senior team members. Manage and prioritize compensation-related inquiries across communication channels to ensure timely resolution. Assist with job mapping and data migration during acquisitions or reorganizations. Support development of communication materials for compensation programs. Research local market practices and regulatory requirements; provide summaries to senior partners. Pull survey data and submit survey participation; populate market pricing tools with survey results. Conduct regular audits for data integrity, execute system updates, troubleshoot issues, and escalate as needed. Support data collection, mapping, and documentation for acquired entities; assist with system updates and communication materials during integration activities. Support documentation and system setup for new programs. Contribute to compensation-related special projects, including audits, system testing, and process improvement initiatives. Develop understanding of regulatory requirements across AWN's operating regions. Required Skills and Experience: Bachelor's degree in Human Resources, Business, or related, or equivalent combination of relevant experience and education. 2+ years of progressive compensation experience. Proficiency in market pricing methodologies, including survey data analysis, benchmarking, and interpretation of compensation trends. Understanding of business and industry factors that influence compensation decisions. General knowledge of legal regulations affecting compensation administration. Ability to assimilate and expand knowledge across the compensation function. Strong communication skills to convey complex information accurately and concisely. Advanced spreadsheet skills, including formula writing. Flexibility to work in a fast-paced environment with changing priorities. Preferred Skills and Experience: Experience working in a fast-paced, high growth, dynamic business environment. Experience with compensation systems and market pricing tools. On-Camera Policy: To support a fair, transparent, and engaging interview experience, candidates interviewing remotely are expected to be on camera during all video interviews. Being on camera fosters authentic connection, improves communication, and allows for full engagement from both candidates and interviewers. We understand that technical, bandwidth, or location-related challenges may occasionally prevent video use. If this applies, candidates are required to notify us in advance so we can explore appropriate accommodations. About Arctic Wolf: At Arctic Wolf, we foster a collaborative and inclusive work environment that thrives on diversity of thought, background, and culture. This is reflected in our multiple awards, including Top Workplace USA (2021-2024), Best Places to Work - USA (2021-2024), Great Place to Work - Canada (2021-2024), Great Place to Work - UK (2024), and Kununu Top Company - Germany (2024). Our commitment to bold growth and shaping the future of security operations is matched by our dedication to customer satisfaction, with over 7,000 customers worldwide and more than 2,000 channel partners globally. As we continue to expand globally and enhance our technology, Arctic Wolf remains the most trusted name in the industry. Our Values Arctic Wolf recognizes that success comes from delighting our customers, so we work together to ensure that happens every day. We believe in diversity and inclusion, and truly value the unique qualities and unique perspectives all employees bring to the organization. And we appreciate that-by protecting people's and organizations' sensitive data and seeking to end cyber risk- we get to work in an industry that is fundamental to the greater good. We celebrate unique perspectives by creating a platform for all voices to be heard through our Pack Unity program. We encourage all employees to join or create a new alliance. See more about our Pack Unity here. We also believe and practice corporate responsibility, and have recently joined the Pledge 1% Movement, ensuring that we continue to give back to our community. We know that through our mission to End Cyber Risk we will continue to engage and give back to our communities. All wolves receive compelling compensation and benefits packages, including: Equity for all employees Flexible time off and paid volunteer days RRSP and 401k match Training and career development programs Comprehensive private benefits plan including medical, mental health, dental, disability, life and AD&D, and value-added services Robust Employee Assistance Program (EAP) with mental health services Fertility support and paid parental leave Arctic Wolf is an Equal Opportunity Employer and considers applicants for employment without regard to race, color, religion, sex, orientation, national origin, age, disability, genetics, or any other basis forbidden under federal, provincial, or local law. Arctic Wolf is committed to fostering a welcoming, accessible, respectful, and inclusive environment ensuring equal access and participation for people with disabilities. As such, we strive to make our entire employee experience as accessible as possible and provide accommodations as required for candidates and employees with disabilities and/or other specific needs where possible. Please let us know if you require any accommodations by emailing *************************. Security Requirements: Conducts duties and responsibilities in accordance with AWN's Information Security policies, standards, processes and controls to protect the confidentiality, integrity and availability of AWN business information (in accordance with our employee handbook and corporate policies). Background checks are required for this position. This position may require access to information protected under U.S. export control laws and regulations, including the Export Administration Regulations (“EAR”). Please note that, if applicable, an offer for employment will be conditioned on authorization to receive software or technology controlled under these U.S. export control laws and regulations.

Joining Collibra's Total Rewards team We're looking for a Compensation Manager to join our global Total Rewards team and take a leading role in the design and delivery of our compensation programs and strategy. This position blends deep technical expertise with strong business acumen, and will be responsible for developing and administering compensation structures and strategies that support our global workforce, align with market practices, and help drive business outcomes. This role will contribute to high-visibility projects, including executive compensation analyses, Compensation Committee preparation, and the application of AI tools to compensation modeling and insights. This is a key role for a compensation professional who enjoys solving complex challenges, influencing across functions, and building scalable solutions in a fast-paced tech environment. Compensation Managers at Collibra are responsible for Designing and maintaining global compensation structures, including salary ranges, job architecture, and variable pay programs aligned with evolving market trends. Leading and supporting compensation cycles such as annual and mid-year salary reviews, bonus planning, and equity refreshes. Partnering with People, Finance, and business leaders to lead strategy and guide compensation decisions tied to hiring, promotions, and retention. Leading the analytics, strategy, forecasting, tracking, and evolution of compensation programs including base, variable, and equity (e.g. RSUs), including country-specific considerations and employee communications. Provide analytical and operational support for executive compensation programs, including base pay, equity, and performance-based incentives. Partner with Finance, Legal, and external advisors to develop materials and models for Compensation Committee meetings. Assist in preparing materials related to equity strategy, burn rate, dilution, and executive pay positioning for senior leadership and Board audiences. Leveraging AI and analytics tools to enhance compensation modeling, streamline benchmarking, and strengthen data-driven decision-making. Developing frameworks, tools, and messaging to help leaders understand and apply compensation principles effectively. Lead and collaborate on cross-functional projects spanning pay, performance, mobility, and systems, while driving global benchmarking, job evaluations, and accurate job architecture in partnership with HR and Talent Acquisition. Serve as a global subject matter expert on compensation, advising cross-functional teams while ensuring compliance, governance, and progress on pay equity initiatives. You have 6 - 10+ years of progressive compensation experience, ideally in global technology companies. Expertise in core compensation areas, including base pay structures, job leveling, equity compensation, and bonus plan design. Strong knowledge of market pricing methodologies and survey tools (e.g., Radford, Mercer, Option Impact). Experience supporting or directly contributing to executive compensation design and Compensation Committee deliverables. Demonstrated ability to develop and apply advanced compensation models and analytics to solve complex business challenges. Proficiency in Excel/Sheets A bachelor's degree or equivalent related working experience is required This position is not eligible for visa sponsorship Preferred experience: familiarity with Workday or similar HRIS, experience working with executive compensation or M&A or IPO initiatives, familiarity with compensation requirements across multiple countries/regions (e.g., US, EMEA, APAC), CCP certification or equivalent coursework in compensation You are A strategic thinker with strong operational rigor, able to zoom in and out as needed An excellent communicator (written and verbal), with a proven ability to influence across HR, Finance, and leadership teams Proactive and curious, with an interest in leveraging new technologies to modernize compensation practices Measures of success Within your first month, you will… Fully onboarded into HR systems, data sources, compensation tools (e.g., Radford, Workday, equity admin). Completed 1:1s with key stakeholders (e.g., People Partners, Finance, Talent Acquisition, Legal). Reviewed global compensation philosophy, salary structures, equity strategy, and historical comp cycles. Identified immediate upcoming deliverables (e.g., mid-year planning, board materials, TA support). Within your third month, you will… Become a strategic partner with annual compensation practices and processes Evaluated compensation survey and benchmarking approach; proposed adjustments if needed for coverage, regions, or roles. Participate in executive compensation analysis, cycle, and board meeting presentations Demonstrated strong cross-functional collaboration with People, Finance, and Legal teams. Taken ownership of compensation frameworks, strategies, and designs Within your sixth month, you will Take shared ownership of the compensation, equity, and board preparation. Lead and drive initiatives including the compensation cycles. Independently produced executive compensation analyses and contributed to Compensation Committee or Board deliverables. Identified and closed gaps in compensation compliance or transparency requirements across key countries. Compensation for this role The standard base salary range for this position is $128,000 - $160,000 per year. This position is not eligible for additional commission-based compensation. Salary offers are based on a combination of factors, including, but not limited to, experience, skills, and location. In addition to base salary, we offer equity ownership at every level, bonus potential, a Flex Fund monthly stipend, pension/401k plans, and more. Benefits at Collibra Collibra recognizes and values that everyone has different needs, interests, and life goals. We built our benefits program with flexibility in mind to support you and your loved ones through a diverse range of circumstances and life events. These flexible offerings sit on a foundation of competitive compensation, health coverage, and time off. Learn more about Collibra's benefits. We create inclusion and belonging through how we onboard, meet, connect, engage, and communicate. Learn more about diversity, equity, and inclusion at Collibra. At Collibra, we're proud to be an equal opportunity employer. We realize the key to creating a company with a world-class culture and employee experience comes from who we hire and creating a workplace that celebrates everyone. With this, we proudly consider qualified applicants without regard to race, color, religion, creed, gender, national origin, age, disability, veteran status, sexual orientation, pregnancy, sex, gender identity, gender expression, genetic information, physical or mental disability, HIV status, registered domestic partner status, caregiver status, marital status, veteran or military status, citizenship status or any other legally protected category. If you have a need that requires accommodation, let us know by completing our Accommodations for Applicants form.

This individual contributor role is a critical, hands-on role responsible for ensuring the effectiveness and success of our global compensation programs, with focus on contributing to the development of and implementing regional programs for North America, US and Mexico operations. This individual will drive the implementation and administration of regional compensation initiatives and projects, serve as a key escalation point for all compensation matters in the region, and be the global technical lead for compensation systems. This role requires a blend of deep analytical skills, technical system expertise, and the ability to manage complex projects. Our ideal candidate thrives in a fast-paced, dynamic environment and combines project management expertise with subject matter expertise, allowing s/he to oversee, and facilitate medium and large-scale, complex projects within the Compensation function. About Center of Excellence: Centers of Excellence (COE) are teams whose primary goal is to provide expertise in a specific field. COEs will usually provide support through training, research, and skilled leaders. In the case of HealthEdge, our Centers of Excellence incorporate the Human Resources, IT, Legal and Financial fields, all of which provide support to our Product divisions and allows the enterprise to move forward and achieve its goals. Your Impact: Program Leadership & Project Management Program Ownership & Administration: Lead, drive, and manage the life cycle of the annual merit increase, bonus payout, and promotion processes, ensuring requirements, communications, training, budget roll-ups, salary planning, and other post-cycle activities are executed with excellence. Own equity process from end-to-end including establishing an equity administration process and serve as primary escalation point for day-to-day issues. Global Process Assurance: Partner with the India-based team to ensure effective Global Year-End (YE) processes, contributing to process design and system configuration Project Management: Lead medium-to-large-scale Compensation projects across teams, regionally or globally, focusing on continuous improvement in processes and tools for efficiency, effectiveness, and quality. Lead the administration of incentive programs, including data management, reports, bonus templates and calculations, and employee communications. Compensation Technology & Data Global Tool Management: Oversee the management, maintenance, and optimization of all compensation software tools used for market pricing and equity administration (e.g., Workday, Better Comp, Carta). Compensation Analytics: Assist in the development of sophisticated compensation analytics and models to inform decision-making. Consultative Operations, Support & Strategy Alignment Integration Support: Participate in merger discovery and integration efforts. Ownership of portions of Compensation integration workstream related to business changes, including supporting the harmonization of Job Architectures (JA). Consultative Partnership: Work with the Director, Compensation and business leadership to address business needs with a balanced approach while considering the Compensation philosophy, market data, and business condition. Day-to-day Compensation: Provide consultative support across HealthEdge in areas including day-to-day compensation evaluation, role leveling, market analysis/benchmarking, and communication. Offer & Retention Guidance: Provide expert guidance and consultation on offers, retention strategies, and counter-offers for critical talent. Executive Compensation: Support the VP & Director with executive compensation projects, as needed, ensuring high levels of confidentiality and accuracy. Process Improvement: Collaborate with stakeholders/partners/team members to continually improve compensation processes and tools with focus on efficiency, effectiveness, and quality Training & Market Expertise Market Trends: Identify emerging market trends and best practices (general and industry specific). Training/Coaching: Coach the broader People team to ensure they are up-to-date on compensation trends and compensation subject matter knowledge. What You Bring: 8+ years of progressive experience in Compensation, experience in a global or multi-regional role preferred. Experience in a high-growth technology or global organization is highly desirable. Prior experience with merger integration is a plus. Proven expertise in HRIS platforms, managing and administering compensation planning and equity administration software. Experience with Workday, UKG, Better Comp, Carta, compensation planning software, strongly preferred. Excellent MS Excel skills required. Prior experience providing business requirements and implementing compensation planning software is strongly preferred. Surveys: Familiar with Radford and Mercer Comptryx, as well as Radford job architecture, preferred Global Acumen: Solid understanding of compensation principles and compliance requirements in North America (US/Mexico) and familiarity with general global compensation practices. Education: Bachelor's degree in Human Resources, Business, or a related field. Certified Compensation Professional (CCP) designation is a plus. Comfortable working in a fast paced environment, with ability to shift priorities and be comfortable working in ambiguous, evolving situations. Strong organization and time management skills, as well as project management experience Ability to hold a high degree of accuracy, confidentiality, and timelines for completion of projects Ability to interact and communicate effectively with all levels of the organization including presenting information Collaborative, client focused approach, ability to work with a team and cross functionally Strong analytical skills Self-motivated individual with ability to take initiative General overall knowledge and experience within HR with demonstrated ability to apply technical solutions to solve business problems in an effective manner, preferred. HealthEdge commits to building an environment and culture that supports the diverse representation of our teams. We aspire to have an inclusive workplace. We aspire to be a place where all employees have the opportunity to belong, make an impact and deliver excellent software and services to our customers. Geographic Responsibility: While HealthEdge is located in Boston, MA you may live anywhere in the US Type of Employment: Full-time, permanent Work Environment: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job: The employee is occasionally required to move around the office. Specific vision abilities required by this job include close vision, color vision, peripheral vision, depth perception, and ability to adjust focus. Work across multiple time zones in a hybrid or remote work environment. Long periods of time sitting and/or standing in front of a computer using video technology. May require travel dependent on company needs. The above statements are intended to describe the general nature and level of the job being performed by the individual(s) assigned to this position. They are not intended to be an exhaustive list of all duties, responsibilities, and skills required. HealthEdge reserves the right to modify, add, or remove duties and to assign other duties as necessary. In addition, reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this position in compliance with the Americans with Disabilities Act of 1990. Candidates may be required to go through a pre-employment criminal background check. HealthEdge is an equal opportunity employer. We are committed to workforce diversity and actively encourage all qualified persons to seek employment with us, including, but not limited to, racial and ethnic minorities, women, veterans and persons with disabilities. #LI-Remote ** The annual US base salary range for this position is $107,000 to $148,000. This salary range may cover multiple career levels at HealthEdge. Final compensation will be determined during the interview process and is based on a combination of factors including, but not limited to, your skills, experience, qualifications and education.

*Fully Remote Assists in administering the wage and salary program for the organization. Studies, evaluates jobs , and determines pay grades for new and existing jobs. Participates in compensation surveys, audits evaluation of jobs and application of existing job classes to individuals. Provides support to other HR professionals within the organization regarding compensation issues and needs. Responsibilities *Fully Remote Administers Compensation Systems Reviews job descriptions submitted by HR team to determine proper slotting within current salary structure. Researches and analyzes market data Prepares management reports related to compensation Develops, recommends, and implements compensation policies and procedures Recommends and implements improvements to compensation system Communicates compensation policies and practices to the Facilities and refers special problems to the Director of Compensation; Develops, recommends, and writes compensation procedures. Enters & Analyzes Data Researches and addresses compensation data issues when surfaced; coordinates with appropriate function (Payroll, HRIS, Accounting, Timekeeping, etc.) when necessary to address and implement employee database system adjustments and answers Compensation questions. Enters and maintains accurate Compensation data in Lawson and performs routine audits to confirm data is accurate; maintains Job Codes (HR06), Position Codes (PA02) and Shift Differentials (PR24) and the data fields associated with these screens. Performs audits on various HR data to determine compliance with established compensation guidelines, policies and processes Salary Surveys Conducts and participates in published salary surveys and maintains an up-to-date salary survey library for use in salary planning and design. Maintains survey database of job matches (composites) in market data tool for all benchmark jobs in the Health System. Provides Support Supports Mgmt and facility HR professionals on Compensation issues such as promotional increases, hire-in salaries, minimum wage adjustments, market adjustments, etc. Attends meetings as required and participates in committees as directed Qualifications 2 years compensation experience (Master's Degree substitutes for all required experience) Bachelor's Degree Excellent analytical & critical thinking skills, interpersonal & human relations skills, oral & written communication skills, and good time management/prioritization skills, Good computer skills (Excel), good organizational skills

* Fully Remote Assists in administering the wage and salary program for the organization. Studies, evaluates jobs , and determines pay grades for new and existing jobs. Participates in compensation surveys, audits evaluation of jobs and application of existing job classes to individuals. Provides support to other HR professionals within the organization regarding compensation issues and needs. * Fully Remote * Administers Compensation Systems * Reviews job descriptions submitted by HR team to determine proper slotting within current salary structure. * Researches and analyzes market data * Prepares management reports related to compensation * Develops, recommends, and implements compensation policies and procedures * Recommends and implements improvements to compensation system * Communicates compensation policies and practices to the Facilities and refers special problems to the Director of Compensation; Develops, recommends, and writes compensation procedures. * Enters & Analyzes Data * Researches and addresses compensation data issues when surfaced; coordinates with appropriate function (Payroll, HRIS, Accounting, Timekeeping, etc.) when necessary to address and implement employee database system adjustments and answers Compensation questions. * Enters and maintains accurate Compensation data in Lawson and performs routine audits to confirm data is accurate; maintains Job Codes (HR06), Position Codes (PA02) and Shift Differentials (PR24) and the data fields associated with these screens. * Performs audits on various HR data to determine compliance with established compensation guidelines, policies and processes * Salary Surveys * Conducts and participates in published salary surveys and maintains an up-to-date salary survey library for use in salary planning and design. * Maintains survey database of job matches (composites) in market data tool for all benchmark jobs in the Health System. * Provides Support * Supports Mgmt and facility HR professionals on Compensation issues such as promotional increases, hire-in salaries, minimum wage adjustments, market adjustments, etc. * Attends meetings as required and participates in committees as directed * 2 years compensation experience (Master's Degree substitutes for all required experience) * Bachelor's Degree * Excellent analytical & critical thinking skills, interpersonal & human relations skills, oral & written communication skills, and good time management/prioritization skills, Good computer skills (Excel), good organizational skills

We are seeking a strategic, analytical, and highly collaborative Compensation Manager to design and lead our approach to market analysis across a decentralized organization. This role does not have direct reports but carries significant influence: you will define the strategy, processes, and tools that enable teams throughout our network to understand and apply competitive market data effectively. The Compensation Manager will be responsible for shaping how we evaluate market competitiveness, selecting and managing compensation survey vendors, and building scalable resources that empower distributed HR and business partners to be self-sufficient. This is an excellent opportunity for someone who loves solving complex compensation challenges, enabling others, and building frameworks in an environment where standardization must balance with decentralized autonomy Key Responsibilities Market Analysis Strategy & Framework Development * Develop a comprehensive company-wide strategy for market pricing and competitive analysis, tailored to a decentralized organizational model. * Identify when, how, and why market analysis should occur and create clear decision frameworks for leaders across the network. * Establish standard methodologies, guidelines, and best practices for conducting market analyses consistently and accurately across varied organizational units. * Evaluate, select, and manage relationships with compensation survey vendors and data providers, ensuring purchased data sets meet organizational needs. Tools, Resources & Enablement * Design and implement tools (e.g., templates, dashboards, documentation, self-service guides) that enable HR partners and managers across the decentralized network to conduct market pricing independently. * Build scalable processes that support distributed teams while ensuring accuracy and alignment with overall compensation philosophy. Collaboration & Stakeholder Engagement * Partner closely with Regional Chief People Officers, HR business partners, Talent Acquisition, Finance, and business leaders to understand market analysis needs and ensure solutions are practical and user-friendly. * Provide thought leadership, training, and consultation on compensation principles, market practices, and data interpretation. Perform market analysis for complex or high-impact market pricing needs. Bonus Plan Administration * Partner with business leaders and Finance to produce quarterly communications related to company performance related to the company's incentive plan. * Coordinate the annual bonus review process with business leaders, finance, and the company's CEO. Skills, Knowledge and Expertise Required: * 3+ years of experience in compensation, market analysis, or related HR analytics roles. Experience in a consulting environment is preferred. * Strong analytical abilities, proficient in Microsoft Excel. * Demonstrated experience performing market analysis to design compensation frameworks * Strong knowledge of compensation principles, survey methodologies, job leveling, and market pricing. * Experience with compensation surveys from vendors such as Mercer, Radford/Aon, WTW, or similar. * Strong project management skills and a demonstrated ability to build programs from the ground up. * Ability to translate data into clear insights, frameworks, and recommendations. * Exceptional communication skills and the ability to influence without authority. * Experience in environments where processes must serve distributed or decentralized teams. What Success Looks Like * A clearly defined, widely adopted approach to market analysis across the decentralized network. * High-quality survey data procured strategically and used consistently. * Tools, documentation, and processes that enable self-service market pricing with minimal central intervention. * Stakeholders feel supported, trained, and confident in their use of compensation data and frameworks.

Apollo.io is the leading go-to-market solution for revenue teams, trusted by over 500,000 companies and millions of users globally, from rapidly growing startups to some of the world's largest enterprises. Founded in 2015, the company is one of the fastest growing companies in SaaS, raising approximately $250 million to date and valued at $1.6 billion. Apollo.io provides sales and marketing teams with easy access to verified contact data for over 210 million B2B contacts and 35 million companies worldwide, along with tools to engage and convert these contacts in one unified platform. By helping revenue professionals find the most accurate contact information and automating the outreach process, Apollo.io turns prospects into customers. Apollo raised a series D in 2023 and is backed by top-tier investors, including Sequoia Capital, Bain Capital Ventures, and more, and counts the former President and COO of Hubspot, JD Sherman, among its board members. About the Role We are looking for a Senior Compensation Manager to own and optimize the end-to-end variable compensation process across Apollo's Go-To-Market (GTM) organization. This role will ensure timely, accurate, and transparent compensation execution - driving a performance-based culture and operational excellence at scale. This role is ideal for a proactive, data-driven operations professional who thrives in high-growth environments and can balance execution with strategic planning. What You'll Do As the Senior Compensation Manager, you will: Own compensation tooling and systems - manage and optimize CaptivateIQ (or similar tools) to calculate, validate, and distribute commission and variable pay. Collaborate cross-functionally with Finance, People Operations, and Sales leadership to design, document, and operationalize annual and ad-hoc compensation plans (including SPIFs). Partner with data and analytics teams to source, validate, and reconcile compensation data, ensuring a single source of truth across systems. Work with implementation partners - define Statements of Work (SOWs), lead User Acceptance Testing (UAT), and coordinate enablement post-deployment. Drive continuous improvement - design efficient workflows, improve data visibility, and enhance reporting to enable real-time performance tracking. Lead root cause analysis (RCA) for any compensation-related issues and implement process improvements to prevent recurrence. Develop standardized processes for compensation inquiries, documentation, and approvals to ensure transparency and accountability. Key Outcomes Success in this role will be measured by your ability to: Deliver 100% on-time and accurate payments, ensuring clear documentation and fast inquiry resolution. Provide near-real-time performance analytics to drive visibility and performance accountability. Launch fully aligned annual compensation plans before the start of each fiscal year. Identify and eliminate sources of error through structured RCAs and system/process improvements. Standardize compensation operations, creating repeatable processes and scalable frameworks. Core Competencies: What we're looking for: 7-10 years of experience in a Compensation Operations focused role. Systems Expertise: Proficiency with CaptivateIQ or similar compensation management tools. Data Collaboration: Strong ability to work with analytics teams to verify and reconcile compensation data. Implementation Leadership: Experienced in defining SOWs, conducting UAT, and coordinating post-implementation enablement with external partners. Communication & Documentation: Exceptional written and verbal communication skills, with a knack for translating complex compensation models into clear documentation. Cross-functional Collaboration: Proven ability to align GTM, Finance, and People teams to design and execute compensation programs. We are AI Native Apollo.io is an AI-native company built on a culture of continuous improvement. We're on the front lines of driving productivity for our customers-and we expect the same mindset from our team. If you're energized by finding smarter, faster ways to get things done using AI and automation, you'll thrive here. Why You'll Love Working at Apollo At Apollo, we're driven by a shared mission: to help our customers unlock their full revenue potential. That's why we take extreme ownership of our work, move with focus and urgency, and learn voraciously to stay ahead. We invest deeply in your growth, ensuring you have the resources, support, and autonomy to own your role and make a real impact. Collaboration is at our core-we're all for one, meaning you'll have a team across departments ready to help you succeed. We encourage bold ideas and courageous action, giving you the freedom to experiment, take smart risks, and drive big wins. If you're looking for a place where your work matters, where you can push boundaries, and where your career can thrive-Apollo is the place for you. Learn more here!

Ilir Sela started Slice with the belief that local pizzerias deserve all of the advantages of major franchises without compromising their independence. Starting with his family's pizzerias, we now empower over tens of thousands of restaurants with the technology, services, and collective power that owners need to better serve their digitally minded customers and build lasting businesses. We're growing and adding more talent to help fulfill this valuable mission. That's where you come in. The Challenge to Solve We require a specialist to design, plan and execute our employee compensation programs including short- and long-term compensation components (cash and equity). The Role Slice recently refreshed its total rewards philosophy, job-level framework and compensation structure and seeks a strategic and hands-on Director, Global Compensation, to build upon these changes to design, deliver, and optimize our compensation programs across a growing global workforce. This role is critical to reinforcing our culture and ensuring that our pay structures and equity offerings are competitive, allowing us to attract, retain, and motivate top talent while supporting Slice's evolving business needs and readiness to operate with public-company rigor. This individual will architect and lead key processes such as annual compensation reviews, promotion and bonus cycles, sales incentive plan administration, and global equity programs, ensuring we have the systems, processes and governance structures in place to support a more mature company. The ideal candidate is a hands-on compensation expert who thrives in a fast-paced, high-growth environment and is skilled at balancing strategic design with detailed execution. You will work closely with other members of the People team, Finance and business leaders to create scalable, market-competitive programs that balance employee experience with compliance and business performance. Compensation Partner with People Business Partners, Talent Acquisition, and business leaders to guide compensation decisions aligned to our total rewards philosophy, supporting talent attraction, retention, and internal equity. Lead the design, implementation, and administration of compensation programs, including annual salary reviews, job leveling, and participation in salary surveys. Conduct regular market analyses and proactively recommend program adjustments based on market trends, business performance, and economic conditions. This includes managing our partnerships with market data providers. Identify and implement compensation technology solutions to enable data-driven decisions, scalability, and reporting readiness. Establish and document processes to meet compliance requirements, support audit-readiness, and enable future public company reporting. Drive our compensation philosophy, practices and administration across all levels of the business. Evaluate, level and determine appropriate market value for new and existing roles Ensure compliance and best practices with all international rules and regulations and stay apprised of changes. Equity Administer global equity programs, including stock option and RSU grants, as applicable, ensuring accuracy, compliance, and alignment with company strategy. Provide analysis, materials, and recommendations to support Compensation Committee discussions and leadership decision-making. Develop and deliver employee, talent acquisition and manager education on equity programs to enhance understanding and engagement. Partner cross-functionally with Finance and Legal to ensure proper reporting, documentation, and governance. The Team The People team at Slice is high-performing and mission-driven. You will report to the Chief People Officer and serve as a trusted business partner, empowered to innovate and create programs that support our employees and our growth ambitions. The Winning Recipe 10+ years of experience in compensation roles, with global exposure and strong equity program management experience. Deep knowledge of compensation benchmarking tools, job evaluation methodologies, and market data sources and the ability to report and document in a detailed yet understandable way. Experience building scalable compensation programs and processes that align with business growth and public company standards. Excellent analytical skills, with advanced proficiency in Google Sheets (or Excel) for modeling and scenario planning. Ability to translate complex data into clear insights and present them to senior leaders and executives. Proven ability to manage multiple projects under tight timelines with a commitment to accuracy and quality. Excellent analytical and quantitative skills with a dedication to accuracy The Extras Working at Slice comes with a comprehensive set of benefits, but here are some of the unexpected highlights. US-based: Flexible PTO Market leading medical, vision and dental insurance 401K matching up to 4% in the US Personal development & wellness reimbursement/stipend Weekly pizza stipend in the US (Yes, that's a thing!) Salary Range: $180-230k + equity (stock options) UK-based: Access to medical, dental, and vision plans Flexible working hours Generous time off policies £200 per annum employee wellbeing allowance Market leading maternity and paternity schemes Salary Range: £100-130k + equity (stock options) The above represents the expected salary ranges for this job requisition. Ultimately, in determining your pay, we'll consider your location, experience, and other job-related factors. The Hiring Process Here's what we expect the hiring process for this role to be, should all go well with your candidacy. This entire process is expected to take 3-4 weeks to complete, and you'd be expected to start on a specific date. Application 30 minute introductory meeting with Recruiter 30 minute meeting with Director of Talent Acquisition 60 minute meeting with CPO 45 minute meeting with VP, People Partners 30 minute meeting with Director, People Operations and/or Director, Finance 30 min Executive meeting Pizza brings people together. Slice is no different. We're an Equal Opportunity Employer and embrace a diversity of backgrounds, cultures, and perspectives. We do not discriminate on the basis of race, color, gender, sexual orientation, gender identity or expression, religion, disability, national origin, protected veteran status, age, or any other status protected by applicable national, federal, state, or local law. Privacy Notice Statement of Acknowledgment When you apply for a job on this site, the personal data contained in your application will be collected by Slice. Slice is keeping your data safe and secure. Once we have received your personal data, we put in place reasonable and appropriate measures and controls to prevent any accidental or unlawful destruction, loss, alteration, or unauthorised access. If selected, we will process your personal data for hiring /employment processes, as well as our legal obligations. If you are not selected for the job position and you have given consent on the question below (by selecting "Give consent") we will store and process your personal data and submitted documents (CV) to consider eligibility for employment up to 365 days (one year). You have the right to withdraw your previously given consent for storing your personal data and CV in the Slice database considering eligibility for employment for a year. You have the right to withdraw your consent at any time.For additional information and / or exercise of your rights to the protection of personal data, you can contact our Data Protection Officer, e-mail: privacy@slicelife.com

About this Role The Director, Compensation will serve as Transcarent's strategic leader for compensation philosophy, design, governance, and execution. This role will ensure that our total rewards programs support organizational goals, drive high performance, reinforce culture, and help attract and retain top talent across clinical, technical, commercial, and operational teams. You will partner closely with People, Finance, and Executive Leadership to shape our compensation strategy in alignment with our growth stage, culture, and commitment to fairness and transparency. This role requires a blend of strategic thinking, analytical rigor, and hands-on execution. What You'll Do Compensation Strategy & Governance Develop and evolve Transcarent's enterprise-wide compensation philosophy, ensuring competitiveness, equity, and alignment with business objectives. Lead market benchmarking efforts and maintain compensation structures, salary ranges, and job architecture frameworks. Create and implement compensation policies, governance frameworks, and scalable processes for a rapidly growing organization. Serve as an advisor to executive leadership on compensation strategy, competitive trends, and emerging issues. Executive & Broad-Based Program Design Manage design, modeling, and administration of annual compensation cycles including merit, promotions, and incentive programs. Partner with Finance on annual budgeting and forecasting for compensation-related investments. Own development and refinement of short-term incentive and sales commission programs, ensuring transparency and alignment with company goals. Support equity program strategy in partnership with Legal and Finance, including grant guidelines and employee education. Analytics & Compliance Provide deep analytical insights and recommendations using market data, internal benchmarks, and modeling. Ensure compliance with federal, state, and local regulations, including pay transparency, FLSA, and other applicable laws. Lead pay equity analyses and partner with leaders to promote fair and consistent compensation decisions. Cross-Functional Partnership & Consultation Act as a strategic consultant to HR Business Partners, Talent Acquisition, and business leaders on compensation decisions. Educate managers and employees on compensation philosophy, processes, and tools to drive understanding and trust. Collaborate with Talent Acquisition to shape competitive, fair offers and hiring practices. Systems & Operations Partner with People Operations to enhance compensation systems, tools, and reporting capabilities. Drive process improvements that enhance data accuracy, scalability, and user experience. Manage relationships with compensation survey vendors and external consultants. What You Need Required 8+ years of progressive experience in compensation, with at least 3 years in a leadership role. Demonstrated ability to operate effectively in a fast-moving startup environment, balancing speed, flexibility, and execution while navigating evolving priorities. Deep expertise in compensation design, analysis, benchmarking, and compliance. Experience designing and managing compensation programs for high-growth or technology-driven companies. Demonstrated ability to lead compensation cycles, market benchmarking, and job architecture work. Strong analytical skills with advanced proficiency in Excel/Sheets; experience using market pricing tools (e.g., Radford, Mercer, Culpepper). Ability to influence at all levels, including executives, through data, storytelling, and credibility. High level of integrity, discretion, and judgment. Preferred Experience in healthcare, health tech, or similarly regulated industries. Familiarity with equity compensation programs and cap table tools (e.g., Carta). CCP (Certified Compensation Professional) or similar certification. Experience scaling compensation programs across geographically distributed teams. As a remote position, the salary range for this role is:$180,000-$200,000 USD Who we are Transcarent and Accolade have come together to create the One Place for Health and Care, the leading personalized health and care experience that delivers unmatched choice, quality, and outcomes. Transcarent's AI-powered WayFinding, comprehensive Care Experiences - Cancer Care, Surgery Care, Weight - and Pharmacy Benefits offerings combined with Accolade's health advocacy, expert medical opinion, and primary care, allows us to meet people wherever they are on their health and care journey. Together, more than 20 million people have access to the combined company's offerings. Employers, health plans, and leading point solutions rely on us to provide trusted information, increase access, and deliver care. We are looking for teammates to join us in building our company, culture, and Member experience who: Put people first, and make decisions with the Member's best interests in mind Are active learners, constantly looking to improve and grow Are driven by our mission to measurably improve health and care each day Bring the energy needed to transform health and care, and move and adapt rapidly Are laser focused on delivering results for Members, and proactively problem solving to get there Total Rewards Individual compensation packages are based on a few different factors unique to each candidate, including primary work location and an evaluation of a candidate's skills, experience, market demands, and internal equity. Salary is just one component of Transcarent's total package. All regular employees are also eligible for the corporate bonus program or a sales incentive (target included in OTE) as well as stock options. Our benefits and perks programs include, but are not limited to: Competitive medical, dental, and vision coverage Competitive 401(k) Plan with a generous company match Flexible Time Off/Paid Time Off, 12 paid holidays Protection Plans including Life Insurance, Disability Insurance, and Supplemental Insurance Mental Health and Wellness benefits Transcarent is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. If you are a person with a disability and require assistance during the application process, please don't hesitate to reach out! Research shows that candidates from underrepresented backgrounds often don't apply unless they meet 100% of the job criteria. While we have worked to consolidate the minimum qualifications for each role, we aren't looking for someone who checks each box on a page; we're looking for active learners and people who care about disrupting the current health and care with their unique experiences.

Job DescriptionDescription: The Compensation & Benefits Manager is a strategic HR leader responsible for shaping and executing Summus's total rewards strategy. This role oversees all aspects of compensation, benefits, and payroll programs, ensuring they support organizational goals, drive engagement, and remain compliant with federal, state, and local regulations. As a people leader, this role manages a team of three direct reports, fostering professional growth, accountability, and collaboration while creating a high-performance culture. The Compensation & Benefits Manager serves as a trusted advisor to business leaders and HR Business Partners, providing guidance on complex compensation and benefits matters. They support a positive culture, build strong relationships, and provide ongoing feedback. They exemplify integrity, collaboration, and accountability. ESSENTIAL DUTIES and RESPONSIBILITIES: Lead a team of three HR professionals focused on compensation, benefits, and payroll, providing coaching, development, and performance management. Owns compensation and benefit operations including survey participation, job evaluation, salary structure development, base pay administration, incentive plan design and analysis for exempt and non-exempt associates, planning for health and welfare, retirement, and work life benefits. Manage payroll operations in partnership with Finance and Accounting, ensuring accuracy, timeliness, and compliance. Conduct market benchmarking and pay equity analyses to maintain internal fairness and external competitiveness. Lead the annual merit and incentive planning processes, including workflows, system updates, and executive communication. Direct the annual benefits enrollment process and manage relationships with third-party vendors. Ensure compliance with all federal, state, and local employment laws and benefits regulations (e.g., FLSA, ERISA, ACA, HIPAA, COBRA). Provide actionable insights and reporting to senior leadership to guide strategic workforce decisions. Partner with HR peers to drive cross-functional efficiency and consistent HR practices. Maintain awareness of HR trends, best practices, and emerging technologies to ensure programs remain competitive and innovative. Responsible for applicable annual reporting. Performs other duties as assigned. An individual in this position must be able to successfully perform the essential duties and responsibilities listed above. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this position. COMPETENCIES: Excellent communication and presentation skills. Excellent interpersonal, negotiation, and conflict resolution skills. Excellent organizational skills and attention to detail. Strong time management skills with a proven ability to meet deadlines. Strong analytical and problem-solving skills. Ability to prioritize tasks and to delegate them when appropriate. Ability to act with integrity, professionalism, and confidentiality. Thorough knowledge of employment-related laws and regulations. Proficient with Microsoft Office Suite or related software. Proficiency with or the ability to quickly learn the organization's HRIS. PHYSICAL AND MENTAL DEMANDS: The mental and physical requirements described here are representative of those that must be met by an individual to successfully perform the essential functions of this position. · Frequently required to sit at a desk/workstation for extended periods of time. · Must be able to lift 15 pounds at times. WORKING ENVIRONMENT: The work environment characteristics described here are representative of those an individual encounters while performing the essential functions of this position. Working Conditions · Office hours average 40 per week. · Work typically performed in an indoor office setting. · Standard business hours are 8:00 a.m. to 5:00 p.m. and/or as aligned with manager and site needs. Remote work arrangements applicable as approved by manager. Travel · Up to 25% to designated sites. Requirements: QUALIFICATIONS: Education/Experience Bachelor's degree in HR, Business, or related field (or equivalent experience). 5+ years of progressive HR experience in compensation, benefits, and payroll, with a minimum of 2 years in a leadership role managing direct reports. Experience in a manufacturing or multi-site environment; multi-state and Canadian experience. Strong analytical, communication, and presentation skills; able to influence at all levels of the organization. Proficiency in Microsoft Office Suite; experience with Paylocity or similar HRIS preferred. Licenses/Credentials/Certifications SHRM-CP or SHRM-SCP, SPHR/PHR and/or CCP preferred. Ongoing continuing education to be informed of industry trends and government regulations.

We believe talent deserves a human touch. Your application will be read by an actual person who's excited to discover the real you. The Compensation & Benefits Manager is a key partner in advancing New Charter Enterprise's total rewards strategy. This role works closely with HR, Finance, and business leaders to bring greater alignment across compensation and benefits practices spanning 30+ operating companies, while respecting each business's unique structure and needs. The role also oversees the Benefits Specialist and supports compliant, competitive, and well-managed benefit programs as the organization grows. Key Responsibilities Partner with HRBPs and leaders to align compensation philosophies, structures, salary ranges, and incentive programs. Support job evaluations, market benchmarking, pay equity discussions, and annual compensation planning. Help develop compensation guidelines and governance that promote fairness, consistency, and compliance. Lead and oversee benefits administration, renewals, vendor relationships, and integrations for new acquisitions. Ensure benefits compliance with applicable federal, state, and local regulations. Provide data, reporting, and insights to inform total rewards decisions. Coach and develop the Benefits Specialist and serve as a trusted advisor to leadership. Qualifications 5+ years of HR experience, including 3+ years in compensation, benefits, or total rewards. Experience supporting multiple entities or business units. Strong analytical and Excel skills; experience with HRIS and market pricing tools (PayScale preferred). Solid knowledge of U.S. benefits administration and compliance. Collaborative, consultative communicator with strong attention to detail. Compensation & Benefits • Salary range: Expected to start at $100k (Final offer will be based on experience, skills, and market considerations.) • Fully remote role with limited travel (2-3 times per year). • Opportunity to make a meaningful impact by helping align and evolve compensation and benefits practices across a growing, people-first organization. Who We are: At New Charter, we're building a caliber of business the IT industry hasn't yet seen. We are serving small-to-medium sized businesses in 10+ industries across North America, and we deliver best-in-class technology solutions to propel our clients into the digital world. At New Charter Technologies, we're investing in our people - through growth and learning initiatives, employee benefits, company innovation, and more. We are constantly seeking a diverse candidate backgrounds and perspectives to amplify inclusive hiring practices for each job opening. Our partner companies have career paths for many different role types, whether you want to be deeply technical or whiteboarding with clients, and we are committed to developing fulfilling career paths for all contributors at New Charter Technologies. ( Please note: Every application submitted through Workday is reviewed by a real person, not an AI. We value your time and take each submission seriously.) Our teams are dedicated to pioneering breakthrough technologies, disruptive solutions, and transformative strategies. We're the architects of change, fostering an environment where bold ideas take flight, and creativity knows no bounds. At New Charter Technologies, we've embraced the idea that every individual brings something special to the table. Our foundation is based on the belief that each team member plays a crucial role in our collective success. Ready to be part of a dynamic and supportive community where your unique skills and personality shine? We're on a mission to make a difference, and we want you to be part of the story. Let's transform the world together and build a career that's as unique as you are! We are looking for driven and passionate people who are excited to work in an incredibly rewarding environment. So, if you are ready to learn, be inspired, solve problems, and grow professionally, apply today! Learn more here: Why New Charter. New Charter Technologies is committ e d to cr e ating an inclusiv e e nvironm e nt and is proud to b e an e qual opportunity e mploy er. New Charter re cruits, e mploys, trains, comp e nsat e s, and promot e s r e gardl e ss of rac e , color, r e ligion, s e x, s e xual ori e ntation, g e nd e r id e ntity, national origin, v e t eran, or disability status.

Coursera was founded in 2012 by Stanford professors Andrew Ng and Daphne Koller to make world-class learning accessible to everyone, everywhere. Today, over 190 million learners and 375+ university and industry partners use our platform to gain skills in fields like AI, data science, technology, and business. As a Delaware public benefit corporation and Certified B Corp, we're driven by the belief that learning can transform lives through learning. Why Join Us At Coursera, we're looking for inventors, innovators, and lifelong learners ready to shape the future of education. You'll help build global programs and tools that power online learning for millions turning bold ideas into real impact. People who thrive here are customer-first builders who move fast, simplify ruthlessly, and iterate relentlessly on the metrics that matter. We're a globally distributed team and let you choose the best way you work, whether it's from home, a Coursera hub, or a co-working space near you. Our virtual hiring and onboarding make it easy to join us and start making an impact from anywhere. If you're ready to make a global impact, scale unique products exclusive to Coursera, and expand your career horizons, apply below. Job Overview The People team at Coursera is responsible for building high-performing global teams, retaining exceptional talent, and developing programs that foster community, growth, and an outstanding employee experience. As Coursera continues to scale as a mission-driven, global organization, the People team is strengthening our operating model, systems, and programs to support sustainable growth. As the Director, Global Compensation, you will lead the end-to-end design, execution, and governance of Coursera's global compensation programs across the Americas, EMEA, and APAC. Reporting to the VP, Global Total Rewards & Operations, you will partner closely to shape and operationalize Coursera's global compensation strategy. You will translate strategic direction into scalable programs, strong governance, and consistent practices that ensure fairness, competitiveness, and alignment with Coursera's workforce and business needs. This role leads a growing compensation team and plays a key leadership position within the broader People Operations organization. You will oversee global compensation cycles, benchmarking, job architecture, pay structures, decision frameworks, compliance, and analytics. You will work cross-functionally with Finance, Talent Acquisition, People Partners, and senior business leaders to ensure that compensation programs support Coursera's goals and scale effectively. This position is fully remote. Responsibilities Compensation Strategy & Leadership * Partner with the VP, Global Total Rewards & Operations to co-develop and refine Coursera's global compensation strategy, guiding principles, and governance model * Lead the compensation team in implementing and optimizing global compensation programs, including salary structures, variable pay, equity guidelines, and job architecture * Provide thought leadership and recommendations on market trends, competitive practices, and emerging compensation needs as the business evolves * Partner with the VP, Global Total Rewards & Operations on executive compensation programs, including benchmarking, modeling, and preparing materials for senior leadership and the Compensation Committee Program Design, Execution & Governance * Own the design, administration, and continuous improvement of all compensation programs and processes, including annual compensation reviews, market benchmarking, leveling/slotting, and pay decision frameworks * Establish and maintain global compensation policies, governance protocols, and documentation to ensure consistency, fairness, and compliance * Partner with Legal and regional HR partners to ensure practices align with global regulatory requirements Market Competitiveness & Analytics * Lead global benchmarking to maintain competitive and equitable pay structures across geographies and job families * Build compensation analytics, dashboards, and financial models to support decision-making for HR, Finance, and business leaders * Monitor internal pay equity and provide insights and recommendations to leadership to support an equitable compensation environment Cross-Functional Partnership * Collaborate closely with People Partners, Talent Acquisition, Finance, Legal, and Revenue to align compensation programs with business needs * Support preparation of materials, analysis, and recommendations for senior leadership and the Compensation Committee * Advise Talent Acquisition on competitive offers and evolving market conditions Team Leadership * Lead and develop a high-performing compensation team, fostering a culture of analytical rigor, operational excellence, and innovation * Build team capacity and capabilities as Coursera scales globally * Provide coaching, guidance, and oversight to ensure consistent quality and alignment with compensation strategy Basic Qualifications * Public company experience required, with 8+ years of global HR, Total Rewards, or Compensation experience in high-growth environments * At least 5 years of progressively responsible compensation leadership experience, ideally in SaaS or technology * Deep expertise designing, implementing, and overseeing global compensation programs * Strong proficiency with Workday Advanced Compensation and compensation analytics tools * Demonstrated ability to communicate complex concepts clearly and persuasively to leadership * Experience supporting diverse global markets and employee segments * Proven ability to influence cross-functionally and drive alignment across teams Nice to haves * Strong interpersonal and communication skills with the ability to engage senior executives and prepare materials for Compensation Committees * Demonstrated leadership capability, including building and managing high-performing teams * Exceptional analytical and modeling skills with high attention to detail * Up-to-date understanding of compensation trends, market practices, and global regulatory requirements * Experience partnering with Compensation Committees is a plus Compensation This role is available in the following US Pay Zones: US Zone 3: $181,687 - $213,750 US Zone 4: $169,171 - $199,025 At Coursera, we offer competitive, zone-based pay aligned to your location, experience, and role level across four U.S. pay zones. Our total rewards package goes beyond salary, with comprehensive health and wellness benefits, bonus and RSU equity programs, and global perks designed to help you grow and thrive wherever you are. US Pay Zones US-Z1: Bay Area US-Z2: NYC and Seattle Metro US-Z3: CA, WA, NY, NJ, CO, CT, DC, GA, IL, MA, MD, OR, RI, TX, VA US-Z4: AK, AZ, DE, FL, HI, ID, IN, IA, KS, KY, MI, MN, MO, MT, NC, NV, NH, OH, OK, PA, SC, TN, UT, VT, WI Keep Learning If this opportunity interests you, you might like these courses on Coursera: * Managing Employee Compensation * Business Metrics for Data-Driven Companies * People Analytics Coursera is an Equal Opportunity Employer committed to building a welcoming and inclusive workplace. We consider all qualified applicants without regard to legally protected characteristics and provide reasonable accommodations upon request at accommodations@coursera.org. Learn more in our CCPA Applicant Notice and GDPR Recruitment Notice.

We believe that our people are our greatest asset. The Employee Experience Specialist plays a key role in shaping the day-to-day experiences that connect our employees to our culture, mission, and one another. From onboarding and engagement to ERG support and early career programs, this role helps ensure every employee interaction is thoughtful, inclusive, and aligned with who we are. What You'll Do: Drive Employee Engagement: Coordinate surveys (e.g., engagement, pulse) and partner with HRBP's to develop and support action plans based on insights. Curate Onboarding & Offboarding Journeys: Deliver consistent and welcoming onboarding experiences. Support offboarding processes and gather feedback to identify opportunities for improvement. Provide Support to ERGs (Employee Resource Groups): Serve as the main administrative contact for ERG chairs and co-chairs. Assist with scheduling meetings, coordinating logistics for ERG programming, maintaining participation records, managing ERG budgets and expenses, and supporting internal communications to promote ERG initiatives across the organization. Promote Culture & Belonging: Bring our culture to life through internal campaigns, events, and recognition programs that highlight our values and celebrate our people. Manage Employee Recognition Program: Oversee recognition programs such as CEO Excellence Award, B EP1C Champion and administer our R&R tool, Awardco. Enhance the Employee Lifecycle: Identify and improve key moments that matter (e.g., promotions, parental leave, career transitions), ensuring experiences are consistent and inclusive. Employer Branding: Partner with the marketing team on employer branding initiatives, including managing the social calendar and coordinating Glassdoor reviews, etc.. Community Involvement & Corporate Giving: Design and drive charitable giving program - track budgets, oversee donations, manage giving platform, and engage leaders and employees in volunteerism and community impact. Learning Management System: Manage LMS for new hire onboarding and act as the backup administrator for the Learning Management System (LMS), providing support as needed. What You'll Bring: Bachelor's degree in Human Resources, Organizational Development, Communications, or a related field (or equivalent work experience) 3-5 years of experience in HR, employee engagement, internal communications, or program coordination roles Prior experience supporting onboarding, employee engagement, or DEI initiatives is a plus Strong project coordination and organizational skills; able to manage multiple priorities and meet deadlines Excellent verbal and written communication skills with the ability to craft employee-facing content Experience working with engagement tools, recognition platforms and learning management systems (LMS) Proficiency with Microsoft Office and collaboration tools (e.g., Teams) Demonstrated ability to work cross-functionally and build relationships across levels and departments Creative thinker with a passion for culture, belonging, and the employee experience High level of attention to detail and a service-oriented mindset The expected base salary range for this position is $68,000 - $77,000 annually. Compensation may vary depending on several factors, including a candidate's qualifications, skills, experience, competencies, and geographic location. Some roles may qualify for extra incentives like equity, commissions, or other variable performance-related bonuses. Further details will be provided by our Talent Acquisition team during the interview process. Don't meet every single requirement? Studies have shown that women and people of color are less likely to apply to jobs unless they meet every single qualification. At Billtrust, we celebrate and support diversity and are committed to creating an inclusive environment for all employees. So, if your experience aligns but doesn't exactly match each and every qualification, apply anyway. You may be exactly what we are looking for! What You'll Get: Work from Anywhere: Your home, a coffee shop, a company paid WeWork.... you decide! A Culture that Lives its Values: Our values are not just words or window dressing, they guide our decisions - big and small - each and every day. Flexible Working Hours: We support your lifestyle- the results are what count. Open PTO: Work-life balance is important. We believe in giving our employees time to truly relax and recharge. Sabbatical: A paid leave to reward longevity and commitment to Billtrust. Paid Parental Leave: To promote parent-child bonding and increase gender equity at home and in the workplace. Opportunities for Growth: Professional development can take many shapes. Join one of our seven ERGs or participate in our Mentor-Mentee, and Leadership development programs- we foster an environment where all employees can grow. Recognition: From Billtrust Bucks and CEO Shoutouts to Culture Champion and CEO Excellence Awards, our employees are recognized for hard work and outcomes achieved. Benefits: Medical, dental, vision, 401(k) with company match, short-term and long-term disability, flexible spending accounts, HSA, and life, cancer, and AD&D insurance. Minimal Bureaucracy: An entrepreneurial environment of ownership and accountability allows you to get work done. Who We Are: Finance leaders turn to Billtrust to control costs, accelerate cash flow and improve customer satisfaction. As a B2B order-to-cash software and digital payments market leader, we help the world's leading brands get paid faster while transitioning from expensive paper invoicing and check acceptance to efficient electronic billing and payments. With over 2,600 global customers and more than $1 trillion invoice dollars processed, Billtrust delivers business value through deep industry expertise and a culture relentlessly focused on delivering meaningful customer outcomes. #LI-Remote