Compensation Partner

Lyten•Remote - North Carolina, NC

9d•$105,000 - $157,400

About The Position

Lyten is seeking a hands-on, analytical, and collaborative Compensation Partner to help evolve, scale, and operationalize its global compensation framework. As the company grows from approximately 650 employees to over 1,500 worldwide, this role will be instrumental in assessing the current compensation landscape, addressing infrastructure gaps, and building scalable programs across the United States and Europe. Reporting directly to the SVP Global People and Talent, this position will independently drive key workstreams including global market benchmarking, job architecture, salary structure maintenance, variable compensation modeling, and business partner enablement. The role requires a blend of deep analytical rigor and consultative advisory skills to translate compensation data into clear business recommendations.

Requirements

Minimum of 3+ years of progressive compensation or total rewards experience, ideally within a high-growth, global technology organization.
Bachelor’s degree in Human Resources, Business Administration, Finance, Information Systems, or a related field (or equivalent practical experience).
Demonstrated experience with multi-country compensation structures, with specific knowledge of U.S. and European market dynamics and regulatory environments.
Proven experience utilizing market survey tools (Radford/Aon preferred).
Advanced Microsoft Excel / Google Sheets modeling skills (e.g., complex formulas, pivot tables, index/match, scenario modeling).
Experience with HRIS compensation modules (Workday experience is a plus/preferred, but not required).
Solid foundation in job evaluation, leveling frameworks, salary band construction, and statistical analysis of compensation data.
Strong interpersonal and advisory skills, with the ability to synthesize complex quantitative data into concise, actionable insights for diverse business stakeholders.

Nice To Haves

Workday experience is a plus/preferred, but not required.

Responsibilities

Assess current compensation structures, benchmarking methodologies, processes, and systems to identify opportunities for optimization and automation.
Partner with leadership to design and execute a compensation roadmap that supports international expansion from 650 to 1,500+ employees.
Collaborate with HR Operations, IT, and Finance to enhance compensation systems, data integrity, reporting capabilities, and workflow integrations.
Help refine, document, and operationalize the global compensation philosophy, ensuring balanced alignment across market competitiveness, internal equity, geographic differentials, and peer group selections.
Establish and govern clear, consistent guidelines for recurring compensation events (focal reviews, promotions, merit increases, market adjustments) and out-of-cycle exceptions.
Design, implement, and support technology-enabled compensation cycles, internal equity reviews, and focal compensation planning.
Lead regular market pricing and compensation modeling for U.S. and European markets using survey sources (e.g., Radford/Aon).
Establish a proactive cadence for monitoring market shifts and updating geographic pay ranges and salary structures so offerings remain competitive.
Conduct impact modeling and cost analysis for annual structure adjustments and market corrections.
Build upon and refine the global job architecture, including job families, sub-families, career tracks, and leveling criteria.
Reconcile new and evolving roles against the leveling framework to ensure cross-functional parity and clear career progression pathways.
Act as a trusted compensation advisor to HR Business Partners, Talent Acquisition, Finance, and People Managers, providing data-backed recommendations with clear rationale.
Create self-service enablement tools, offer-generation guidelines, and structured decision frameworks that empower recruiters and HRBPs to handle routine compensation queries independently.
Define and manage clear escalation paths and governance criteria for non-standard compensation requests and exceptions.
Support the design, benchmarking, and modeling of variable pay programs, including Sales/Go-To-Market commission structures and annual corporate bonus plans.
Model On-Target Earnings (OTE), base/variable mix ratios, and payout curves to ensure performance alignment and market competitiveness.