Senior Compensation Business Partner, GTM + G&A

Whatnot•Los Angeles, CA

2d•Hybrid

About The Position

We are seeking a Senior Compensation Business Partner to drive compensation strategy across our business-facing teams — including Finance, Legal, People, Operations, Category Management, Sales, Marketing, and other business functions. This role shapes how Whatnot attracts, rewards, and retains top business talent across varied disciplines. You’ll be a trusted advisor to senior leaders, providing strategic guidance on compensation design, organizational planning, and performance alignment. This role requires strong business acumen, cross-functional influence, and the ability to build scalable frameworks that reinforce fairness and accountability. We offer flexibility to work from home or from one of our global office hubs, and we value in-person time for planning, problem-solving, and connection. Team members in this role must live within commuting distance of our San Francisco, New York City, Seattle, or Los Angeles hubs.

Requirements

As the primary Compensation partner to our GTM and G&A orgs, you should have 7+ years of compensation or Total Rewards experience, ideally partnering with commercial or G&A functions
Strong expertise in variable incentive design, job architecture, benchmarking, and compensation philosophy.
Analytical and financial mindset — you’re seamlessly able to translate data into actionable business insights.
Excellent stakeholder management skills, with the ability to advise senior leaders across different disciplines.
Strong operation instincts and can simultaneously drive strategy, systems, and high-quality execution.

Responsibilities

Act as the primary compensation advisor to Business leaders, translating business strategy into compensation frameworks and organizational design recommendations.
Develop innovative, business-aligned compensation programs that strengthen retention and support long-term
Develop compensation strategies for diverse roles — from analytical and operational to legal, finance, and emerging leadership categories.
Drive adoption of consistent leveling, job families, and pay structures across highly varied business functions.
Lead semi-annual compensation cycles for G&A + Sales, ensuring alignment with Finance, strong governance, clean data, and cohesive cross-functional communication.
Strengthen systematic compensation governance — documenting standards, introducing decision frameworks, and ensuring consistency in offers, promotions, and pay decisions.
Evaluate pay equity, pay compression, flight risk indicators, role criticality, and ROI of compensation investments.
Build models to forecast cost impacts, scenario plan organization changes, and ensure financial discipline across business functions.
Own compensation system workflows for G&A + Sales teams, ensuring data accuracy, clarity of ranges, and intuitive reporting.
Create and deliver training to improve manager and leader compensation literacy, particularly for non-People, non-technical teams.

Benefits

Flexible Time off Policy and Company-wide Holidays (including a spring and winter break)
Health Insurance options including Medical, Dental, Vision
Work From Home Support
Home office setup allowance
Monthly allowance for cell phone and internet
Care benefits
Monthly allowance on both food and wellness
Annual allowance towards Childcare
Lifetime benefit for family planning, such as adoption or fertility expenses
Retirement; 401k offering for Traditional and Roth accounts in the US (employer match up to 4% of base salary) and Pension plans internationally
Monthly allowance to dogfood the app
Parental Leave
16 weeks of paid parental leave + one month gradual return to work company leave allowances run concurrently with country leave requirements which take precedence.