Compensation and People Analytics Partner

Retool is seeking a Compensation and People Analytics Partner to support the company's evolving compensation philosophy and initiatives. The role involves managing the compensation infrastructure, conducting market analysis, and overseeing performance cycles and compensation planning. The partner will work closely with the People Operations team to design and implement compensation policies and ensure alignment with the company's business and people strategy. The position also involves collaborating with internal stakeholders, providing counsel on compensation issues, and driving stakeholder capability through the creation of tools and resources.

• Advise and maintain compensation infrastructure for new and existing hires
• Support performance and compensation processes including reviews, promotions, and pay equity analysis
• Build and own central compensation modeling and budgeting initiatives
• Continually review and align Retool's compensation heuristics and philosophy with business and people strategy
• Ensure accurate data entry and integrity in compensation databases
• Partner with internal team members to document and maintain compensation-related guidelines, policies, workflows, and procedures
• Provide counsel on compensation issues related to recruiting, candidate offers, promotions, recognition, and retention
• Create tools and resources to drive stakeholder capability and scalability efforts
• Maintain a relationship with outside consultants/vendors

• Advising and maintaining compensation infrastructure (base, bonus, and equity ranges) for new and existing hires
• Supporting performance and compensation processes including focal and mid-year reviews, promotions, pay equity analysis, etc.
• Building and owning central compensation modeling and budgeting initiatives with the finance team
• Continually reviewing Retool's compensation heuristics and comp philosophy to ensure alignment with the company's business and people strategy
• Ensuring accurate data entry and integrity across Retool comp databases while advising on new automation opportunities
• Partnering with internal team members to build, document, and maintain compensation-related guidelines, policies, workflows, and procedures for programs
• Providing counsel to People Business Partner and Talent Acquisition on compensation issues related to recruiting and candidate offers, as well as employee promotion, recognition, and retention actions
• Creating tools and resources to drive stakeholder capability and build scalable efforts
• Having a direct relationship with outside consultants/vendors for compensation-related matters.

• Competitive pay positioning
• Support for bi-annual performance cycles and year-end compensation planning
• Opportunity to help craft and maintain compensation programs company-wide
• Advising and maintaining compensation infrastructure for new and existing hires
• Support for performance and compensation processes
• Ownership of central compensation modeling and budgeting initiatives
• Continual review of compensation heuristics and comp philosophy
• Accurate data entry and integrity across compensation databases
• Partnership with internal team members to build and maintain compensation-related guidelines, policies, workflows, and procedures
• Counsel on compensation issues related to recruiting, candidate offers, promotions, recognition, and retention actions
• Creation of tools and resources to drive stakeholder capability and build scalable efforts
• Direct relationship with outside consultants/vendors for annual survey submissions, contract renewals, and data reporting
• Working knowledge of federal, state, and local legislation affecting compensation policies
• Leadership of special projects in job structure, pay transparency, management training, and other compensation-related programs
• Extensive experience with HRIS systems, compensation management tools, and advanced skills in Excel/Google Sheets programs
• Exceptional attention to detail and accuracy, problem-solving, analytical, budgeting, and research skills
• Proven organizational skills and ability to meet deadlines
• Effective communication and ability to influence stakeholders at all levels
• Knowledge of relevant employment laws and regulations
• Ability to handle confidential and sensitive data with integrity
• Understanding of equity compensation such as stock options and RSUs
• Onsite work required 3 times per week in San Francisco, CA
• Nice-to-have: experience in a high-growth technology company, experience with Radford and Rippling, Certified Compensation Professional (CCP)
• Generous benefits offered to all employees (details on careers page)
• Employment opportunities in the US and UK only