Senior Compensation Business Partner / Lead - EPD

Whatnot•Los Angeles, CA

3d•Hybrid

About The Position

We are seeking a Senior Compensation Business Partner / Lead to guide compensation strategy across Engineering, Product, and Design. You will play a critical role in shaping Whatnot’s technical talent architecture — ensuring our compensation programs reward impact, support talent density, and scale with the business. You’ll partner closely with senior EPD leaders, Finance, and People Leadership to design frameworks that balance competitiveness, equity, and fiscal responsibility. This role requires strategic depth, strong analytical capability, and the ability to influence across a highly technical, rapidly scaling organization. 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 EPD org, you should have 7+ years of experience in compensation at scaling tech companies, with strong exposure to technical organizations
Deep understanding of engineering/job architecture, advancement frameworks, and equity compensation mechanics.
Strong analytical and modeling capability to support scenario design and long-range planning.
Exceptional ability to influence and communicate with technical and product leaders.
Proven success shaping compensation strategy, not just executing cycles.
Operate with a balance of strategic mindset and hands-on precision.

Responsibilities

Serve as the primary strategic advisor to EPD leadership on compensation philosophy & pay positioning
Design and evolve creative compensation programs that retain top technical talent and reinforce a high-performance engineering, product, and design culture
Lead evolution of EPD-specific frameworks (IC track, engineering advancement velocity, differentiated compensation levers for top-of-market roles).
Own and lead semi-annual compensation cycles for EPD, ensuring alignment with Finance, accuracy, calibration discipline, and a best-in-class leader experience.
Define and uphold compensation governance across EPD — ranges, leveling consistency, IC/Senior/Staff expectations, offer standards, and equity guidelines
Partner with People Analytics to analyze hiring trends, internal mobility outcomes, pay equity gaps, and performance distribution patterns.
Build financial models and scenario plans to evaluate cost impacts, talent density shifts, and future-state compensation needs.
Own optimization of compensation systems (including Complete) for EPD-specific workflows, reporting, and accuracy.
Create and deliver compensation literacy programs for engineering managers, PM leaders, and design leadership — driving consistent, high-quality talent decisions.

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.