Senior Equity Compensation Analyst

Unity Technologies SF•Austin, TX

3d•Remote

About The Position

The Staff Compensation Analyst is the senior individual contributor on the Compensation Programs & Strategy team, working directly with the Director on the team's most complex and highest-stakes work. The role's primary ownership is equity and compensation financial planning—designing the broad-based (non-executive) equity program, running the monthly grant cycle end to end, and owning the budget and forecast across base, bonus, and equity. Beyond that core, the role carries breadth by design: it takes on the most complex open problem in the portfolio at any given time, because the judgment that makes it work in equity is the same judgment that makes it work anywhere in compensation.

Requirements

7+ years in compensation, with deep experience in equity plan design, administration, financial modeling, and forecasting
Demonstrated range across other compensation disciplines — job architecture, market pricing, incentive design, or compliance
Experience owning a compensation budget or partnering directly with FP&A on compensation forecasting
Builds models others can inherit: documented assumptions, traceable logic, structured for scenario testing
Strong program and project management skills, with a track record owning recurring operational cycles against hard deadlines
Change management and communications experience — able to translate technical equity or comp finance concepts for non-technical audiences
Comfortable being handed an ambiguous problem with no established process and returning with a defensible recommendation
AI-curious, with hands-on experience using AI tools (we use Claude) to improve speed or quality of work — or strong interest in building that muscle
Sufficient knowledge of English to have professional verbal and written exchanges in this language since the performance of the duties related to this position requires frequent and regular communication with colleagues and partners located worldwide and whose common language is English.

Responsibilities

Own the broad-based equity program architecture end to end — grant guidelines, new-hire sizing, refresh logic, and the exception framework — designed to hold up as headcount, geography mix, and stock price change
Build and maintain the models that drive program strategy: retention and attrition risk (unvested hold power), dilution, grant sizing scenarios, and shifts in allocation approach (participation-based vs. performance-based) under ambiguous parameters
Own the exception framework rather than the exceptions — define what qualifies, set the approval path, and surface the pattern when exceptions start signaling a broken guideline
Anticipate regulatory, audit, and employee relations exposure in program design
Own compensation expense planning across base, bonus, and equity — annual forecast submission, in-cycle re-forecasts, cadenced tracking of actuals to plan, and reallocation decisions as business conditions shift
Serve as the compensation team's primary interface to Finance: build the numbers, own the narrative behind them, and carry budget negotiations alongside the Director
Own equity budget management — pool availability, burn rate, overhang, dilution — and partner with Finance and Accounting on stock-based compensation expense forecasting, holding the connection between what we can grant and what it costs the P&L
Set the standard for variance reporting: explain drivers alongside deltas, and surface risk early enough that there's still a decision to make
Build the scenario models that price tradeoffs, so budget conversations start from options rather than a single number
Own end-to-end execution of the compensation programs this role holds, including the monthly equity grant cycle — share requests, supporting materials, and approval routing
Manage program timelines, dependencies, and stakeholder deliverables, with consistency and compliance built into the process rather than checked at the end
Lead change management for new or updated programs, guidelines, and policies, and develop audience-calibrated communications and training for each
Balance speed, rigor, and simplicity across the programs this role owns — actively retire complexity, consolidate one-off processes, and choose the simplest design that survives audit
Move across the compensation portfolio as priorities shift — job architecture, market pricing methodology, incentive design, compliance response — taking full ownership of the problem rather than support of it
Operate with the judgment to work an unfamiliar problem: frame it, choose an approach, and bring a recommendation rather than a set of questions
Build in a way that transfers — documented logic, working tools, and someone else able to run it — so moving on from a workstream doesn't cost the team what was built
Primary compensation partner to Finance, Equity Operations, and Systems — owning the relationships rather than responding to them, and driving alignment on the data and platform decisions that compensation programs depend on
Go-to equity subject matter expert for Recruiting, Legal, HRBPs, and business leaders
Drive cross-functional alignment on program decisions — bring the recommendation, resolve the disagreement, escalate only what genuinely needs the Director
Set the standard for compensation modeling and analysis on the team: review others' work for structure and defensibility, and own whether a number is ready to go in front of Finance leadership or the Board
Build the tools and repeatable processes the team runs on — decision frameworks, models, and documentation that make outcomes consistent regardless of who executes them
Coach across the team on program judgment, tradeoff framing, and how to tell the story behind the numbers