Head of Compensation

Nextiva • Scottsdale, AZ

2d • Onsite

About The Position

Nextiva is seeking a Head of Compensation to lead the strategy, design, and execution of compensation programs that help attract, motivate, and retain talent through competitive, equitable, and scalable practices aligned with business objectives. This highly visible role reports to the Chief People Officer and serves as a trusted advisor to executive leadership, partnering closely with Finance, People leaders, and business stakeholders. The role combines strategic leadership with hands-on execution: the Head of Compensation personally conducts analyses, builds financial models, prepares presentations, periodically presents recommendations to senior leaders, and regularly attends Compensation Committee meetings in a staff support role to the Chief People Officer, who is the primary Committee liaison. The position has one direct report supporting general compensation and is part of the People leadership team, contributing to Nextiva’s broader Total Rewards strategy.

The Head of Compensation will lead modernization of the compensation function through AI and automation, making programs more data-driven, efficient, fair, and prepared for the future of work. This includes responsible AI governance, pay transparency and equity considerations, and evolving job architecture and pay approaches in response to changing roles, skills, and talent markets.

This is an onsite role at Nextiva’s Scottsdale headquarters. The role is expected to work onsite four days per week; specific scheduling and flexibility are guided by the leader. Nextiva describes its Total Rewards offerings as including health plan options, insurance coverage, time-off and leave programs, retirement and savings benefits, wellness initiatives, and learning and career development opportunities. Compensation may include base salary and/or hourly wages, incentives, or bonuses, depending on the position.

Requirements

• Bachelor’s degree in Business, Human Resources, Finance, or a related field, or equivalent professional experience.
• Approximately 10–12 years of progressive compensation experience in the technology industry, including leadership of compensation strategy, program design, and execution; demonstrated capabilities are valued over a specific number of years.
• Deep expertise in base pay, incentive compensation, and equity, including executive compensation and short- and long-term incentive programs.
• Experience preparing and periodically presenting Compensation Committee and executive materials, regularly attending Committee meetings in a staff support capacity, and advising senior leadership on compensation matters.
• Strong financial and analytical skills, including advanced Excel, financial modeling, compensation benchmarking, and market data analysis, with exposure to global market pricing.
• Strong business acumen and understanding of technology business operations, including revenue drivers, operating budgets, and P&L impact, with the ability to connect compensation decisions to workforce costs, financial performance, and company strategy.
• Demonstrated experience applying AI, automation, or advanced analytics to compensation processes such as market pricing, compensation planning, pay equity, or forecasting, with the judgment to validate outputs and mitigate bias.
• Working knowledge of pay transparency, pay equity, and emerging regulations governing the use of AI and automated decision-making in employment.
• Ability to balance strategic thinking with hands-on execution, including building analyses, models, and presentations; independently lead complex initiatives and deliver results in a dynamic environment.
• Exceptional communication, executive presentation, and influencing skills, including the ability to translate complex data into clear business recommendations.
• Proven success partnering with Finance, HR, and senior business leaders to align compensation programs with business objectives.
• Experience managing and developing compensation professionals, with comfort leading a lean team while serving as a hands-on individual contributor.
• Collaborative, adaptable, and detail-oriented leadership style, with strong business judgment and a continuous improvement mindset.

Nice To Haves

• Experience with compensation benchmarking platforms such as Pave, Radford, or similar tools.
• Experience supporting sales compensation programs or sales-driven organizations.
• Experience with private- or public-company equity programs, including stock options and valuation considerations.
• SaaS experience, including building or transforming compensation programs in high-growth environments.
• Hands-on experience implementing AI-enabled compensation or HR technology platforms and building generative AI workflows to streamline analysis, modeling, and communication.
• Familiarity with skills-based job architecture and market pricing for AI, machine learning, and other emerging technical roles.

Responsibilities

• Develop and execute competitive, equitable, and scalable compensation programs aligned with business and talent priorities, while balancing market competitiveness, cost, and financial impact.
• Oversee base pay, salary structures, short- and long-term incentives, equity, and annual compensation planning processes.
• Support the Chief People Officer on executive compensation strategy, equity awards, stock options, and incentive plans.
• Personally conduct analyses, build financial models, prepare executive presentations and Compensation Committee materials, periodically present recommendations to senior leaders, and regularly attend Committee meetings in support of the Chief People Officer.
• Collaborate with Finance, Sales Operations, HR Business Partners, HR country leaders, and business leaders to align compensation programs with organizational goals and performance.
• Evaluate and enhance sales incentive programs to reinforce business objectives and drive results.
• Lead compensation benchmarking and market pricing, including global locations in partnership with HR country leaders; use analytics and financial modeling to assess competitiveness, maintain internal equity, and guide decisions.
• Improve compensation processes, tools, reporting, and compliance to increase efficiency, accuracy, and scalability.
• Champion AI and automation throughout the compensation lifecycle, including market pricing, job leveling, merit and bonus modeling, pay equity analysis, and offer recommendations.
• Establish guardrails, data governance, and human-in-the-loop review for AI-driven compensation tools; partner with Legal, People Analytics, and IT to support fairness, transparency, explainability, and compliance with pay transparency and emerging AI regulations.
• Assess how AI is reshaping roles, skills, and talent markets, and adapt job architecture, skills-based pay approaches, and market premiums for AI and other high-demand technical talent.
• Deploy AI-powered analytics, dashboards, and manager tools to provide timely guidance on pay decisions and help employees understand total rewards.
• Manage, coach, and develop one direct report supporting general compensation, fostering accountability, collaboration, and continuous improvement.
• Contribute to broader People leadership initiatives and the continued evolution of Nextiva’s Total Rewards strategy.

Benefits

• Multiple health plan options, including medical, dental, vision, and telemedicine coverage.
• Life, disability, and supplemental indemnity plans.
• Flexible Time Off for salaried employees; PTO for hourly employees; paid sick time; paid parental bonding leave; and holiday pay.
• 401(k) with company match.
• Health Savings Accounts with company contributions.
• Dependent Care FSA.
• Employee Assistance Program and wellness initiatives.
• Ongoing learning and development opportunities and career advancement.

What This Job Offers

• Job Type: Full-time
• Career Level: Director