Senior Domain Expert, Total Rewards

Syndio•Home, WV

20h•$142,000 - $167,000•Remote

About The Position

Syndio is the leader in compensation equity and pay decision intelligence, helping the world's largest employers make fair, defensible, and transparent pay decisions at scale. As Decisions expands across the compensation lifecycle — from leveling and offers to promotions and merit — the compensation practice depth behind our recommendations has to keep pace. The Senior Domain Expert (Total Rewards) is a hands-on compensation practitioner on the Applied Pay Intelligence team. Draw on your past experience in total rewards strategy as well as Syndio-provided training on pay equity best practices to provide expert advice on advanced pay equity topics to customers, fellow employees, and external audiences. This is a senior individual contributor role. You are the person our customers, our product, and the rest of the team turn to when the question is how pay should actually be structured — job architecture, market data, pay ranges, offer construction, geographic differentials — and how it should hold up in front of a CHRO, a comp committee, or a works council. You own an area of Syndio's compensation content and product surface, build the 1:many resources that scale your expertise across the customer base, partner directly with Product to embed compensation practice into Decisions and Essentials, and show up in the customer conversations where the design choices have to hold. You will translate custom analytics into product requirements and support product and development teams as needed on design and implementation plans, partner with the data science and development teams to ensure the product helps advance the outcomes of our total rewards customers.

Requirements

5+ years of hands-on total rewards, compensation, or organizational design work, ideally with meaningful time in job architecture, market data, pay range design, or org design projects at enterprise scale.
Deep facility with compensation practice: leveling frameworks, benchmarking methodology, salary structure design, offer construction, geographic differentials, incentive design.
Experience translating compensation practice into something a broader team can execute — a playbook, a tool, a product, a set of standards — not just doing the work yourself.
Demonstrated ability to hold a credible conversation with a CHRO, a comp committee, or an HRBP leadership team about design tradeoffs, and to write for those audiences.
Strong judgment on the difference between presenting design options and prescribing outcomes, and comfort holding that line.
Track record of building content, documentation, or enablement materials that reduce reliance on your calendar over time.
Comfort thinking about how compensation expertise translates into AI-mediated product capability, particularly for offer recommendation and structure design in Decisions.

Nice To Haves

Experience in HR tech, compensation SaaS, or a related enterprise domain is a strong plus.

Responsibilities

Own an area of Syndio's compensation content and product surface — job architecture, market data integration, pay range design, offer intelligence, or a related domain.
Guide the squad's roadmap, prioritize what gets built on the Applied Expertise team, and hold the practitioner bar for the work that ships.
Apply total rewards expertise in complex customer situations, working through design questions customers can't resolve inside the product: architecture redesigns, market data conflicts, range strategy, offer logic, geographic differentials.
Build 1:many resources by turning recurring compensation questions into durable content — customer briefings, design guides, model communication templates, worked examples.
Partner directly with Product and AI teams to embed compensation practice into Decisions and Essentials, shaping offer recommendation logic, range and structure inputs, and market data workflows.
Anchor customer QBRs, offer strategy conversations, and architecture reviews where the design has to hold up under CHRO or board scrutiny.
Surface what current frameworks don't yet cover and bring specific customer patterns and design gaps to Principal-level colleagues and to Product so the platform's intelligence keeps compounding.