Compensation Lead
About The Position
Chainlink Labs is seeking an experienced Compensation Lead to own and evolve its broad-based compensation operating engine. Reporting to the Head of Total Rewards, the role leads programs spanning offers, promotions, compensation cycles, market pricing, and salary structures, ensuring compensation decisions are data-backed, defensible, and understandable to managers and team members. This hands-on builder role combines strategy, analytics, and execution. The Compensation Lead partners with People Partners, Talent Acquisition, People Operations and Technology, LTI Operations, Finance, and Legal to help evolve the compensation function from execution-focused toward increasingly recommendation-led. The role also supports a remote-first organization; employment eligibility depends on residing in an approved hiring jurisdiction. Team members may work outside their primary country of legal residence for up to 90 days per calendar year, and working hours must overlap with Eastern Time unless otherwise stated for the role.
Requirements
- At least 7 years of broad-based compensation experience within a fast-paced, global organization; at least 10 years for consideration at the senior level.
- Proven experience owning compensation programs across offers, promotions, compensation cycles, market pricing, and salary structures.
- Strong compensation benchmarking and market-pricing expertise, including experience with major compensation surveys and datasets.
- Advanced Google Sheets or Excel modeling and analytical skills; experience working with structured data is highly valued.
- Strong judgment and the ability to turn complex compensation questions into clear options and recommendations.
- Experience advising People Partners and senior business leaders on compensation decisions.
- Excellent communication and stakeholder-management skills across technical and non-technical audiences.
- Ability to operate effectively in ambiguity and build scalable processes in a rapidly evolving environment.
- Ability to partner cross-functionally with teams such as People Operations, Talent Acquisition, Finance, Legal, and HRIS/People Tech.
- A builder mindset and interest in using data, automation, and AI to improve compensation work.
Nice To Haves
- Experience with Pave, Workday, SQL/BigQuery, and/or benchmarking platforms such as Radford or Mercer.
- Experience in high-growth technology, fintech, crypto, or AI environments.
- Exposure to equity/LTI programs, pay transparency, or job architecture.
Responsibilities
- Own the execution and evolution of broad-based compensation programs, including offers, promotions, compensation cycles, market pricing, and salary structures.
- Lead global initiatives involving pay equity, job architecture, workforce planning, and compensation program design.
- Build compensation models, dashboards, and analyses to inform business and People decisions.
- Lead benchmarking, survey participation, job matching, market pricing, and pay competitiveness analysis.
- Review complex offers and compensation escalations across levels, functions, and global markets, and provide clear recommendations.
- Partner with People Tech on the migration to Pave and the ongoing development of compensation data infrastructure.
- Design clear, accessible compensation views and resources for managers, team members, and People Partners.
- Advise People Partners and business leaders on compensation strategy, programs, and individual decisions.
- Translate complex compensation data and trade-offs into concise, executive-ready recommendations.
- Use AI and modern tools to improve the speed, quality, and scalability of compensation analysis, reporting, and communication.
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What This Job Offers
Job Type
Full-time
Career Level
Senior
Education Level
No Education Listed
