Compensation Lead

CoreWeave•Livingston, NJ

7h•$127,000 - $168,000•Onsite

About The Position

The Compensation Lead will own the design, benchmarking, and administration of compensation programs across the company, spanning both executive and non-executive populations. This role brings deep benchmarking expertise, sound judgment on pay decisions, and the ability to present recommendations clearly to senior leaders. You'll partner with Talent Acquisition, HRBPs, and Finance to ensure our compensation programs are competitive, equitable, and aligned with business strategy — while providing ongoing support for hiring and retention decisions. This role requires a seasoned compensation professional who can operate independently, exercise sound judgment on sensitive pay matters, and confidently engage with senior stakeholders, including executives.

Requirements

8+ years of progressive experience in compensation, with demonstrated ownership of both executive and non-executive compensation programs.
Deep expertise in market benchmarking and survey participation.
Proven experience designing and running compensation programs (merit, bonus, equity) at scale.
Excellent presentation and communication skills, with the ability to translate complex data into clear, actionable recommendations.
Demonstrated ability to build credibility and influence with senior leaders and executives.
Strong analytical skills and advanced proficiency in Excel/Google Sheets; experience with HRIS tools such as Workday.
Sound judgment and discretion when handling sensitive and confidential compensation data.

Nice To Haves

Experience supporting executive and board-level compensation processes.
Experience with equity administration and global/international compensation practices.
Prior experience in a high-growth or public company environment.

Responsibilities

Lead market benchmarking analysis across executive and non-executive roles, leveraging survey data to inform pay decisions.
Design and maintain competitive salary structures, pay bands, and job architecture across all levels.
Partner with executive leadership on executive compensation design, including base, bonus, and equity.
Monitor market trends and regulatory changes (e.g., pay transparency laws) to keep programs current and compliant.
Design and administer annual compensation cycles, including merit, bonus, and equity refresh programs.
Develop and maintain compensation policies, guidelines, and governance frameworks.
Partner with Finance on compensation budgeting, modeling, and forecasting.
Provide ongoing compensation support for offers, promotions, and internal equity reviews to enable hiring and retention decisions.
Partner closely with Talent Acquisition and HRBPs to structure competitive, defensible offers.
Advise hiring managers and senior leaders on compensation strategy for critical and hard-to-fill roles.
Present compensation analysis, recommendations, and program updates to senior leaders and cross-functional stakeholders in a clear, compelling manner.