Lead Global Compensation Partner

Nextpower

About The Position

The Lead Global Compensation Partner plays a pivotal role in designing and implementing competitive, equitable compensation programs that attract, retain, and motivate top talent globally. As a strategic partner to HR and business leaders, you will provide expert guidance on all aspects of compensation. This role will report to the Global Head of Total Rewards. If you're a resourceful, analytical, and adaptable leader who thrives in a fast-paced, growth-oriented environment, this role is for you.

Requirements

8+ years of progressive experience in compensation, including global programs.
Expertise in job architecture, market pricing, salary structures, and equity programs.
Experience with HRIS systems (e.g., Workday) and compensation analytics tools.
Strong proficiency in Excel, Google Sheets, and data visualization.
Analytical problem-solving skills with the ability to translate data into actionable insights.
Exceptional project management and organizational skills.
Strong communication skills.
Bachelor's degree in Human Resources, Business, Finance, or a related field.

Nice To Haves

Knowledge of Equity Administration
Experience working within a high growth, technology company
Exposure to Executive Compensation

Responsibilities

Conducting market research and analysis to ensure competitive and equitable pay practices.
Designing and maintaining job evaluation, grading systems, and salary structures.
Analyzing compensation data and preparing reports for leadership.
Leading the annual compensation review process, including budget allocation, merit increases, and bonus planning.
Partnering with Talent Acquisition on offer development.
Overseeing new hire and equity refresh processes in collaboration with legal and HR teams.
Driving change management strategies to support compensation initiatives.
Ensuring data integrity in HR systems and optimizing operational efficiencies.
Advising on job leveling, market pricing, and incentive plan design.
Collaborating with HR Business Partners to align compensation strategies with organizational goals.
Conducting training on compensation policies, procedures, and philosophy.
Monitoring industry trends to enhance compensation strategies.
Ensuring compliance with local and federal regulations (e.g., FLSA, ERISA, SOX).