Compensation Business Partner

Meta•Austin, TX

About The Position

The Compensation Business Partner (CBP) is a subject matter expert responsible for driving compensation strategy across Meta’s business pillars including Finance, HR, Legal and Global Affairs. This role is responsible for partnering with HR Business Partners (HRBPs) and the business and ensuring consistency and impartiality in compensation practices. The CBP acts as a strategic advisor, enabling HRBPs to be the first line of defense for compensation issues, and proactively manages stakeholder relationships to support Meta’s compensation philosophy and business objectives.

Requirements

BA/BS in Economics, Business Administration or similar field
12+ years of experience in compensation analyst/consultant role, with some direct experience in Executive Compensation
Cross-functional Partnership, influencing, and communication skills
Experience working with HR business partners and business leaders
Experience with analytics, Excel, PowerPoint and HR Systems
Experience managing time-sensitive projects through to completion while balancing evolving priorities and a broad range of stakeholders

Responsibilities

Build and prioritize trust-based relationships with human resource business partners (HRBPs), business leaders, and cross-functional partners
Understand HRBP communication styles and tailor information delivery (comprehensive or concise) to their needs
Empower HRBPs to operationalize compensation guidance, acting as a strategic advisor
Own and maintain job profiles, ensuring they reflect current business needs and market benchmarks
Explain and defend the use case of job profiles, securing stakeholder buy-in and maintaining consistency across peer teams
Serve as the single point of contact for assigned job profiles, supporting market reviews and ad hoc utilization questions
Identify and address compensation “hot spots” and potential risks early, minimizing escalations to executive leadership
Control the compensation narrative, intervening decisively when necessary to correct misalignments
Analyze stakeholder motivations and resolve issues with minimal steps