Senior Compensation Business Partner

Atoms•Los Angeles, CA

6d•$180,000 - $215,000•Onsite

About The Position

Atoms is hiring a Senior Compensation Business Partner to support compensation strategy and execution as the company scales across more than 30 countries and multiple business lines. Reporting to the Head of Compensation, this role serves as a senior strategic partner to business leaders and HRBP leadership, with responsibility for compensation programs affecting complex, high-visibility client groups. The role operates with significant autonomy, using data, judgment, and business partnership to develop solutions tailored to Atoms. The position partners with business unit leaders and HRBPs, leads core compensation programs, sets the roadmap for compensation data products, advances AI-enabled automation, and builds international compensation strategy for client groups across multiple countries. It also supports organizational change, partners with HRIS and Total Rewards Operations on systems and data integrity, and mentors team members across the People organization. The role is based in Atoms' Los Angeles office. Office-based teams work onsite five days per week. The base salary range is $180,000–$215,000 per year. Eligible employees may also receive equity awards and an annual performance-based bonus.

Requirements

7–10 years of progressive experience in global compensation, total rewards, or human capital management consulting, and 10–15 years of total professional experience.
Demonstrated ownership of compensation strategy, including designing frameworks from scratch in ambiguous or fast-changing environments.
Deep expertise in U.S. compensation regulations and compliance, plus working knowledge of international compensation practices across multiple markets.
Track record advising senior (VP+) stakeholders on high-stakes compensation decisions, including executive compensation.
Expert-level analytical skills.
Ability to translate data into a clear point of view for executive audiences and influence decisions.

Nice To Haves

Master's degree in Business Analytics, MBA, Economics, HR Management, or equivalent experience.
Experience building or leading compensation data products or tools used by leadership.
CCP (Certified Compensation Professional) or GRP (Global Remuneration Professional).
SQL, Python, or Tableau skills.
Equity management experience.
Executive compensation experience.
Deep understanding of Workday.

Responsibilities

Partner with business unit leaders and HRBPs to understand talent needs and organizational dynamics and translate them into compensation recommendations that support organizational goals.
Lead end-to-end planning and execution of core compensation programs, including annual compensation and promotion cycles.
Set the roadmap for compensation data products, deciding what to build next and leading product design and deployment.
Promote an AI-first approach by identifying opportunities for agents and automation to replace manual analysis.
Build and own international compensation strategy for client groups in multiple countries, adapting U.S.-built frameworks to local market conditions and regulatory requirements.
Support cross-functional teams through organizational change and transformation.
Partner with HRIS and Total Rewards Operations to ensure operational excellence and data integrity across systems such as Workday.
Mentor and develop team members and act as a technical and strategic resource across the People organization.

Benefits

Medical, dental, and vision insurance, with multiple plans including HSA options.
Company-paid short- and long-term life and disability insurance.
Voluntary accident, critical illness, and hospital indemnity insurance.
Optional supplemental life insurance for employees, spouses, and children.
Pet insurance discount.
401(k).
Health Savings Account (HSA).
Flexible Spending Accounts for healthcare, dependent care, and commuter expenses.
Discretionary vacation days.
Eight paid holidays per year.
Paid sick time.
Paid bereavement leave.
Paid parental leave.
Potential equity awards and an annual performance-based bonus.