GTM Compensation Business Partner

Databricks•United States, TX

10d•$174,200 - $299,550

About The Position

Databricks is seeking a strategic, experienced compensation lead to partner with founders and senior leadership in the Go To Market (GTM) organization. The role supports long-term business objectives by working within the company’s compensation philosophy to co-create models that attract, retain, and motivate technical talent. It reports to the Senior Director of Compensation. This hands-on, high-impact position focuses on compensation solutioning for GTM talent (40%), managing compensation processes throughout the employee life cycle (30%), and contributing to the development and delivery of enterprise-wide compensation programs and frameworks (30%). The position advises on compensation decisions and partners with leadership to address business needs using sound judgment and data-backed recommendations.

Requirements

Expertise in job architecture, compensation frameworks, market pricing, year-end and midyear pay cycles, global compensation practices, and pay-for-performance design.
Exceptional analytical skills, including the ability to synthesize complex data into clear outputs and recommendations.
Advanced capabilities in Google Sheets and Excel.
Deep expertise in technology-sector compensation practices, particularly new-hire and refresh equity strategies.
Ability to balance compensation expertise with first-principles business solutioning.
Ability to build innovative frameworks and scalable solutions.
Operational capability to coordinate systems, stakeholders, and programs to deliver compensation programs and products.
Strong collaboration skills and ability to navigate competing priorities and opinions.
Ability to act as a trusted compensation advisor and make sound, data-backed recommendations.

Nice To Haves

Experience with Tableau, SQL, or Python.
Experience using AI for compensation analytics.

Responsibilities

Develop compensation solutions for GTM talent.
Manage compensation processes throughout the employee life cycle.
Contribute to building and delivering enterprise-wide compensation programs and frameworks.
Analyze competitive trends in cash, equity, and total rewards to inform decisions and tradeoffs.
Create innovative compensation frameworks and solutions that address current and anticipated business needs.
Connect systems, stakeholders, and programs to deliver compensation programs and products effectively.
Partner with founders and executive leadership to understand and address business needs and competing priorities.
Advise on offers, promotions, leveling, retention, transfers, and organizational changes.
Support sensitive, high-stakes compensation decisions with sound judgment and data-backed recommendations.