Senior Compensation Business Partner

Marvell Technology•Santa Clara, CA

1d•$143,290 - $214,600

About The Position

Marvell is seeking a Senior Compensation Partner to act as a trusted advisor to business leaders and HR partners on compensation matters. This role involves a blend of hands-on analytical work and strategic consultation, focusing on shaping offers, supporting the annual compensation cycle, and advising on compensation structures as the business evolves. The position is ideal for an individual with deep hi-tech compensation expertise, strong analytical skills, clear communication abilities, and an interest in leveraging modern tools, including AI, in compensation practices.

Requirements

7+ years of compensation experience in the hi-tech industry, including direct business partnering with leaders and HRBPs.
Bachelor's degree in Business, Arts, Science, or a related field.
Strong command of compensation fundamentals: salary range creation, salary structures, job architecture, incentive design, and equity (RSUs, options, refresh strategy).
Advanced Excel skills (complex formulas, lookups, pivots, modeling).
Comfort working with large, messy data sets.
Demonstrated analytical rigor with the ability to translate numbers into a clear story and recommendation.
Excellent written and verbal communication skills; able to flex between executive-level summaries and detailed manager guidance.
Direct experience with Radford survey data and hi-tech market benchmarking.
Experience with compensation platforms (e.g., Workday, Compa) and HRIS reporting.
Active interest in applying AI tools to compensation work, prompt-writing, automation, summarization, and analysis.
Sound judgment, discretion, and the ability to navigate ambiguity and competing priorities.
Bachelor's degree or equivalent practical experience.

Nice To Haves

Experience with AI tools in compensation.

Responsibilities

Serve as the primary compensation point of contact for designated business units, building relationships with HRBPs, recruiters, and people leaders.
Translate business strategy and workforce plans into compensation recommendations to attract, retain, and motivate top hi-tech talent.
Provide thought partnership on organizational design, leveling, and the compensation implications of business decisions.
Coach managers and HRBPs on compensation philosophy, market dynamics, and effective pay conversations.
Review and recommend competitive offers for new hires, internal transfers, and promotions, balancing market data, internal equity, and budget.
Partner with Talent Acquisition on counter-offer strategy and complex negotiations, including equity, sign-on, and retention considerations.
Model the downstream impact of pay decisions on team and organizational equity.
Support the planning, calibration, and execution of the annual merit, bonus, and equity review cycles for client groups.
Train and enable managers on compensation tools, guidelines, and cycle rationale.
Partner with Finance and HRIS on accruals, system configuration, and post-cycle reconciliation.
Maintain and evolve job architecture, leveling, and career frameworks in partnership with HR and the Total Rewards team.
Conduct market pricing using hi-tech survey data (e.g., Radford, Mercer, Compa) and recommend salary ranges and structure updates.
Identify and resolve internal equity issues, compression, and structural inconsistencies.
Build models and dashboards to translate pay data into clear insights for leadership.
Run ad-hoc analyses on pay equity, attrition risk, range penetration, and competitiveness.
Utilize AI-assisted tools to accelerate data work, draft communications, and improve analytical workflows.