Senior Sales Compensation Analyst

Wiz, Inc.

About The Position

Come join the company that is reinventing cloud security and empowering businesses to thrive in the cloud. As the fastest-growing startup ever, Wiz is on a mission to help organizations secure cloud environments that will accelerate their businesses. Trusted by security teams all over the world, we have a proven track record of success and a culture that values world-class talent. Our Wizards from over 20 countries work together to protect the infrastructure of our hundreds of customers, including over 50% of the Fortune 100, who trust us to scan and secure over 230 billion files daily. We’re the leading player in a massive and growing market, but it’s still early enough for you to make a significant impact. At Wiz, you’ll have the freedom to think creatively, dream big, and use your full range of skills to contribute to our record growth. Come join our team and help us create secure cloud environments that allow the best companies to move faster. WHAT YOU’LL DO Partner and collaborate with members of the HR team and business leaders to explore problems, resolve issues, or offer solutions on matters related to compensation. Engage with the HR and leadership teams globally on planning, designing, communicating, and operationalizing market competitive total rewards packages. Act as a strategic business resource to business leaders and a partner to HR leaders, ensuring that our programs align with our business goals and support talent acquisition, retention, career development, mobility, and our diversity initiatives. Provide consultation on pay decisions, pay guidelines, policy and guideline interpretation and job evaluation including the design of creative solutions to specific compensation-related challenges. Maintain partnerships with key vendors and external partners that will enrich our thinking and programs with industry insights and ensure that our programs remain competitive. Conduct ad-hoc analyses to evaluate and recommend solutions to maintain internal equity and external competitiveness. Implement and maintain compensation resources (recruiter tools, stakeholder training, communication) to support current and future compensation plans and initiatives

Requirements

4+ years of relevant experience in compensation and data analysis.
Experience designing and building compensation models, job architecture, and benchmarking approaches for a global organization.
A highly metrics-focused orientation that can effectively digest and communicate technically complex information.
Demonstrated success in a dynamic, fast-paced, and frequently changing environment.
Expert level knowledge of Excel, strong with Microsoft Office and Google Suite (Sheets, Slides, etc.). Experience with external compensation tools is a plus.
Extensive use and knowledge of compensation data sources relevant to the high-tech industry.
Excellent judgment and analytical skills, with the ability to quickly take insights from complex data sets.
Strong organizational skills with a proven ability to multi-task and set priorities within tight deadlines and high client expectations.

Responsibilities

Partner and collaborate with members of the HR team and business leaders to explore problems, resolve issues, or offer solutions on matters related to compensation.
Engage with the HR and leadership teams globally on planning, designing, communicating, and operationalizing market competitive total rewards packages.
Act as a strategic business resource to business leaders and a partner to HR leaders, ensuring that our programs align with our business goals and support talent acquisition, retention, career development, mobility, and our diversity initiatives.
Provide consultation on pay decisions, pay guidelines, policy and guideline interpretation and job evaluation including the design of creative solutions to specific compensation-related challenges.
Maintain partnerships with key vendors and external partners that will enrich our thinking and programs with industry insights and ensure that our programs remain competitive.
Conduct ad-hoc analyses to evaluate and recommend solutions to maintain internal equity and external competitiveness.
Implement and maintain compensation resources (recruiter tools, stakeholder training, communication) to support current and future compensation plans and initiatives

Benefits

Medical, dental and vision insurance
Home Office Setup reimbursement
Flexible Spending Accounts
Monthly Connectivity reimbursement
Employee Assistance Program (EAP)
Short- and Long-term Disability Insurance
Life & Accident Insurance
401(k) Retirement Savings Plan (with employer match)
Flexible paid time off + 11 paid holidays
Paid leave programs, including parental, pregnancy health, medical and bereavement leave