Director, Total Rewards

Databricks•San Francisco, CA

3h•$174,500 - $299,850

About The Position

Databricks is seeking a seasoned compensation leader to serve as a Director, Compensation, driving strategic impact across the business while leading and developing a team of client compensation partners. Reporting to the VP, Total Rewards, this role is responsible for building and delivering best-in-class compensation programs that help attract, retain, and motivate world-class talent across Databricks. At Databricks, we don't believe compensation is just a number; it's a tool to recognize that every employee is an owner and a part of our success. We are looking for a leader who combines deep technical compensation expertise with exceptional people leadership and a passion for building scalable, equitable programs. The impact you will have: This is a high-impact, people leadership role that will effectively cover the below areas and the anticipated time spent on each: Leading, coaching, and developing a team of three to four client compensation partners (25%) Partnering with the VP Rewards and other team members to drive enterprise-wide compensation strategy, design, and program delivery (30%) Collaboration with People team members, business leaders, and other cross-functional partners on complex, sensitive compensation matters (25%) Operational excellence, tooling, and continuous improvement of compensation infrastructure (20%)

Requirements

Deep mastery of job architecture, compensation frameworks, market pricing, year-end and midyear pay cycles, global compensation practices, and pay-for-performance design
Demonstrated experience designing and scaling programs across a fast-growing, global organization
Exceptional analytical horsepower with the ability to translate complex data into clear narratives, recommendations, and executive-ready insights
Strong command of competitive trends in cash, equity, and total rewards
Advanced capabilities in gSheets and Excel
Proficiency in Tableau, SQL, Python, or AI-assisted analytics is a strong plus
Expert-level knowledge of tech compensation practices, particularly around equity strategy (new hire, refresh, and performance-based)
Ability to benchmark and evolve programs to stay ahead of the market
Ability to hold the tension between compensation philosophy, first-principles reasoning, and pragmatic business solutioning
Comfortable making and defending difficult tradeoffs in ambiguous situations
Proven track record of leading, mentoring, and growing a team of compensation professionals
Ability to set a clear vision, delegate with confidence, and create an environment where the team does their best work
Set clear goals and expectations, create feedback loops, and hold the team to a high bar while remaining a supportive and empowering manager
Remain hands-on where needed; serve as a thought partner and technical escalation point for your team on complex or high-stakes compensation decisions
Architect frameworks and solutions that address today's challenges while anticipating the needs of a rapidly scaling organization
Champion consistency and repeatability without sacrificing flexibility
Define and execute a roadmap for next-generation compensation tooling and data infrastructure
Actively leverage AI to improve market pricing, decision quality, manager enablement, and workflow efficiency
Champion a culture of continuous improvement through technology
Connect the dots across systems, stakeholders, and programs to deliver compensation products and cycles with precision and at scale
Ensure data, workflows, and governance are built to support compliant, scalable execution
Partner closely with People Business Partners, Finance, Legal, and senior business leadership to understand, anticipate, and solve complex talent and business needs
Navigate competing priorities and organizational dynamics to drive the best outcomes
Serve as the compensation lead on M&A diligence and integration activities
Serve as a credible, senior voice on the most sensitive and consequential compensation decisions across the company, including executive offers, critical retention situations, organizational restructuring, and cross-functional pay equity matters
Bring sound judgment and data-backed recommendations every time
10+ years of progressive compensation experience, with at least 3 years in a people management role leading a team of compensation professionals
Deep experience in the tech sector — preferably at a high-growth private or pre-IPO company — with a strong grasp of how compensation strategy evolves across different stages of scale
Proven ability to design and deliver enterprise-wide compensation programs (year-end cycles, midyear, equity refresh, promotions) across a global, distributed workforce
Track record of operating as a senior business partner to founders, executives, and People leadership on high-stakes, time-sensitive compensation decisions
Demonstrated experience using data and analytics to drive compensation decisions; comfort with tools like gSheets, Excel, and ideally Tableau, SQL, or Python

Responsibilities

Leading, coaching, and developing a team of three to four client compensation partners
Partnering with the VP Rewards and other team members to drive enterprise-wide compensation strategy, design, and program delivery
Collaboration with People team members, business leaders, and other cross-functional partners on complex, sensitive compensation matters
Operational excellence, tooling, and continuous improvement of compensation infrastructure