Compensation Strategy & Program Lead

Block•Bay Area, CA, United States of America, CA

2d•$135,800 - $245,400•Remote

About The Position

Block is looking for a Compensation Strategy & Program Lead to join their team. This role operates within an AI-first model where compensation processes are increasingly automated. The Program Lead will act as an internal product owner, architecting scalable frameworks, building self-service governance, and driving strategic total rewards programs. Working in a lean pod of peer Program Leads, the individual will own major program pillars and collaborate on compensation philosophy, automation, and data-driven tooling.

Requirements

Proven experience designing, iterating, and scaling enterprise compensation programs end-to-end, in addition to strong frontline consulting instincts.
A high degree of independence in driving your portfolios, paired with strong cross-functional collaboration to maintain alignment across the team.
A strong instinct to solve edge cases through policy redesign, automation, and self-service tooling rather than repeated manual intervention.
High proficiency in quantitative modeling and evaluating macro compensation metrics, with comfort partnering alongside data and operations teams.
Substantial compensation experience (level to be calibrated to the role) and fluency with modern comp planning, HRIS, and data/analytics tooling.

Responsibilities

Take strategic and operational ownership of assigned program pillars (e.g., focal cycles, equity architecture, salary structures, geo-pay, promotions, or specialized incentive frameworks), with the agility to evolve and rotate portfolio ownership over time.
Partner with peers to ensure strategic alignment, a cohesive global philosophy, and unified program delivery across different business areas and lifecycles.
Work with Comp Ops and Data/Tooling to reduce manual triage by translating compensation rules into automated workflows, AI-assisted self-serve resources, and centralized reporting.
Design transparent guardrails and delegation-of-authority frameworks that empower managers and People partners to make confident pay decisions autonomously.
Advise senior leadership on talent market positioning, pay equity, and organizational design, prioritizing systemic improvements alongside the day-to-day.