Senior Director, Compensation

Snowflake•Menlo Park, CA

About The Position

At Snowflake, we are powering the era of the agentic enterprise. To usher in this new era, we seek AI-native thinkers across every function who are energized by the opportunity to reinvent how they work. You don’t just use tools; you possess an innate curiosity, treating AI as a high-trust collaborator that is core to how you solve problems and accelerate your impact. We look for low-ego individuals who thrive in dynamic and fast-moving environments and move with an experimental mindset — who rapidly test emerging capabilities to discover simpler, more powerful ways to deliver results. At Snowflake, your role isn't just to execute a function, but to help redefine the future of how work gets done. We are looking for a strategic, hands-on Senior Director of Compensation to lead and evolve our global compensation programs in a high-growth, fast-paced technology environment. This leader will play a critical role in shaping how we attract, retain, and motivate top talent in a highly competitive market. You will partner closely with senior executives, Finance, and People leaders to design scalable, data-driven compensation programs that support rapid growth, organizational change, and business performance. This role requires a balance of strategic vision and operational excellence, with the ability to move quickly and adapt in an evolving environment.

Requirements

12+ years of compensation experience, with significant time in high-growth tech or software companies
Proven experience building and scaling compensation programs in fast-moving, ambiguous environments (e.g., pre-IPO, post-IPO growth, or rapid scaling phases)
Deep expertise in equity design and usage as a key lever for attraction and retention in tech
Strong executive presence and experience advising senior leaders and compensation committees
Ability to operate both strategically and tactically—comfortable rolling up sleeves while setting long-term direction
Strong analytical mindset with experience using data, modeling, and visualization tools to drive decisions
Track record of influencing cross-functional stakeholders in a dynamic, high-change environment
Knowledge of U.S. and global compensation practices, including pay transparency and equity regulations
Bachelor’s degree required

Nice To Haves

CCP or advanced degree a plus

Responsibilities

Define and drive a forward-looking global compensation strategy aligned to business growth, talent priorities, and market competitiveness in the tech sector
Design and scale compensation programs, including base salary, annual incentives, and equity, with a strong focus on supporting a dynamic, high-growth workforce
Partner with executive leadership and the VP, Total Rewards on executive compensation strategy, including board and compensation committee engagement
Lead, coach, and scale a high-performing compensation team capable of operating in a fast-changing environment
Lead job architecture, leveling, and career frameworks to enable consistency and agility as the organization scales
Own and continuously improve annual and off-cycle compensation processes (merit, bonus, equity refresh), ensuring they are efficient, data-driven, and scalable
Ensure compliance with evolving pay transparency laws and global compensation regulations
Build strong, trusted partnerships with HRBPs, Talent Acquisition, and Finance to support business needs at speed
Provide real-time, market-informed guidance on offers, retention, and critical talent decisions in a highly competitive hiring landscape
Lead pay equity strategy and analysis, proactively identifying and addressing gaps in a rapidly growing organization
Develop dashboards, analytics, and insights to enable faster, better compensation decisions
Leverage AI and advanced analytics to enhance compensation decision-making, including market pricing, pay recommendations, and workforce planning
Establish clear governance to ensure AI-driven insights are accurate, explainable, and free from bias, while safeguarding sensitive employee data and complying with emerging regulations