Principal Compensation Partner

Checkr • Denver, CO

2d • Hybrid

About The Position

Checkr is seeking a senior individual contributor and trusted advisor in compensation and total rewards to help attract, retain, and motivate employees as the company scales. Reporting to the VP of Total Rewards and People Ops, this role partners with executives, directors, People Business Partners, Talent Acquisition, Finance, and Legal to plan, build, communicate, and administer compensation programs aligned with company strategy. The role has ownership of the evolution of Checkr’s compensation approach, including short- and long-term incentives, reward and recognition programs, benchmarking, and survey analysis.

The position is based in a hybrid schedule in Denver. The role develops compensation strategies and guidelines, advises leaders on compensation decisions, and oversees programs and practices such as performance reviews, pay equity, job families, annual salary reviews, and equity refreshes. It also evaluates how cash, equity, benefits, 401(k), leave, and recognition programs work together; develops data-driven solutions and models; and uses AI and automation to improve operational efficiency and insight.

The Principal Compensation Partner leads job evaluation, leveling, market pricing, compensation survey participation, benchmarking, and market research reviews. The role creates program documentation, drives change management, educates managers and employees, supports executive compensation decisions, works with internal partners and vendors to deliver programs, supports pay equity and transparency efforts, mentors colleagues, and leads compensation and HR projects.

Requirements

• 8–10+ years of compensation experience partnering with leaders and stakeholders on compensation recommendations and decisions.
• Strong command of compensation fundamentals, including job architecture and leveling, job evaluation methodologies, market pricing, equity mechanics, bonus/incentive and commission plan design, compensation structures, pay ranges, testing, auditing, and reporting.
• Experience designing and implementing compensation programs, including salary structures, bonus programs, and long-term incentive programs.
• Expertise in compensation benchmarking and survey methodology, such as Radford, Mercer, Compa, or Pave.
• Strong analytical skills and ability to translate data and trends into clear insights and recommendations.
• Strong executive presence and ability to communicate complex topics clearly and influence decisions without direct authority.
• Working knowledge of stock administration, payroll, benefits, and 401(k) programs.
• Proven ability to prioritize and complete multiple projects on time, with strong attention to detail and organization.
• Ability and interest in educating and mentoring partners on the values and business impact behind compensation strategy.
• A bias for action, resilience through ambiguity, ownership, and ability to deliver meaningful outcomes.

Nice To Haves

• Experience in a fast-growing, global technology company.
• Experience with self-funded health plans, including plan cost modeling, stop-loss, or working with a third-party administrator or broker.
• Experience administering equity programs in a pre-IPO stage.
• Experience building compensation programs from the ground up in a high-growth, hyper-scaling environment.
• Experience leading compensation initiatives in a matrix-led organization.
• Experience with mergers and acquisitions, including compensation harmonization and integration.
• Experience with sales compensation.
• Experience supporting Compensation Committee reporting.
• Certified Compensation Professional (CCP) or another Total Rewards certification.
• Familiarity with Talent Acquisition strategy and how it connects to offer and pay decisions.
• Familiarity with global, multi-country pay structures.
• Comfort with Excel, Google Suite, and AI tools such as Claude and Lovable.

Responsibilities

• Advise executives, directors, senior HR leaders, and Talent Acquisition on compensation strategy, calibration sessions, offers, and complex pay decisions.
• Develop and maintain compensation and rewards strategy and guidelines, supporting a fair, equitable, and competitive total rewards approach.
• Serve as a subject-matter expert on the bi-annual performance review cycle, pay equity, compensation guidelines, job families, annual salary review, and equity refresh program.
• Evaluate how cash, equity, benefits, 401(k), leave, and recognition programs fit together and recommend improvements to the rewards offering.
• Develop creative, data-driven solutions to complex compensation challenges while balancing competitiveness, equity, risk, and reward.
• Build compensation models, conduct statistical analysis, assess market competitiveness, and model alternatives to inform leadership decisions.
• Partner with Total Rewards and People Ops technology teams to implement AI, automation, and other tools that improve efficiency, operational excellence, and insight.
• Lead job evaluation, leveling, and market pricing across job families and levels.
• Lead market-based compensation survey participation, annual benchmarking, and market research reviews.
• Create policy and program documentation, lead change management for new or updated compensation practices, and educate managers and employees on compensation philosophy, job descriptions, and leveling.
• Support executive compensation and provide leadership with insight on executive pay decisions.
• Coordinate with Total Rewards, Stock Administration, Finance, Legal, and third-party vendors to deliver programs accurately and on time.
• Support pay equity and pay transparency efforts.
• Coach teammates and partners on the business impact of compensation decisions and lead HR and compensation projects, including ad-hoc studies and analysis.
• Identify skill gaps and proactively propose solutions, using judgment about when to act quickly and when to take more time.

Benefits

• Learning and development allowance.
• Competitive cash and equity compensation and opportunity for advancement.
• 100% medical, dental, and vision coverage.
• Up to $25,000 reimbursement for fertility, adoption, and parental planning services.
• Flexible PTO policy.
• Monthly wellness stipend.
• In-office lunch five times a week, commuter stipend, snacks, and beverages.
• A relocation stipend may be available for those willing to relocate to a Checkr hub location.

What This Job Offers

• Job Type: Full-time
• Career Level: Principal
• Education Level: No Education Listed