Senior Compensation Partner, NA

Vantage Data Centers•Denver, CO

About The Position

The Senior Compensation Partner, North America is a senior individual contributor and strategic advisor who owns and shapes compensation strategy and execution across the North America region. Reporting to the Vice President, Total Rewards, Global, the role partners with executive and senior People & Culture leaders to ensure compensation programs attract, retain, and motivate talent while supporting business growth, pay equity, and regulatory compliance. The position owns regional compensation outcomes, influences senior leadership decisions, and leads complex initiatives end-to-end. The role advises People & Culture leaders and business stakeholders on compensation strategy, designs scalable and market-aligned programs, oversees market benchmarking, and manages regional compensation structures and incentive programs. It leads the annual merit and bonus review with HRIS and Finance, provides guidance on complex and executive offers, promotions, and exceptions, and supports compliance, pay transparency, and executive-level reporting. The Senior Compensation Partner also develops compensation education materials and coaches leaders and People & Culture partners on effective compensation decisions and conversations. Travel is expected to be 15% or less.

Requirements

Bachelor’s degree in Human Resources, Finance, Accounting, Data Analytics, or a related field, or equivalent professional experience.
10+ years of progressive experience in compensation, total rewards, human resources, finance, or data analytics.
Demonstrated experience owning compensation programs or regional scope, including market pricing, annual cycles, and complex offer support.
Strong working knowledge of U.S. and Canada compensation regulations and pay equity requirements.
Hands-on experience with Workday HCM.
Strong consultative and influencing skills with senior leaders.
Advanced analytical capability and ability to translate data into clear, actionable insights.
Above-average Excel skills, including PivotTables, lookups, scenario modeling, and financial analysis.
High degree of judgment and discretion in handling sensitive and confidential information.
Exceptional attention to detail and a strategic, big-picture mindset.
Ability to manage ambiguity, prioritize competing demands, and operate independently.
Demonstrated alignment with Vantage’s Core Values: Trust, Accountability, Respect, and Agility.

Nice To Haves

CCP certification.
Advanced Compensation module experience in Workday.
Experience supporting a high-growth and/or global organization.
Data center, infrastructure, or capital-intensive industry experience.

Responsibilities

Serve as the primary compensation partner for North America, advising senior People & Culture leaders and business stakeholders on strategy, program design, and decisions.
Translate business and workforce strategies into scalable, market-aligned compensation solutions that support growth, performance, and retention.
Identify compensation risks, opportunities, and emerging trends, and recommend approaches that balance competitiveness, internal equity, and financial discipline.
Oversee North America salary survey participation and benchmarking strategy, interpret market data and internal analytics, and recommend external data providers and tools.
Own the design, governance, and ongoing optimization of regional compensation structures, pay ranges, and incentive programs.
Lead the annual North America merit and bonus review cycle in partnership with HRIS and Finance, ensuring accuracy, consistency, and strong Workday controls.
Advise on pay-for-performance philosophy and program application.
Provide senior-level guidance on complex and executive offers, promotions, and exceptions using market data, internal parity, and equity considerations.
Partner with Talent Acquisition and business leaders to align offer decisions with compensation philosophy, internal architecture, and long-term talent strategy.
Ensure North America compensation programs comply with applicable federal, state/provincial, and local regulations.
Support pay transparency initiatives by establishing clear, repeatable, and auditable practices.
Contribute to executive-level reporting and insights on compensation trends, risks, and outcomes.
Develop and deliver materials to help leaders and managers understand compensation philosophy, programs, and decision frameworks.
Coach People & Culture partners and leaders on compensation conversations and program application.
Influence across the organization without direct authority, balancing advocacy and partnership.
Handle additional duties as assigned by Management.