Sr. Compensation Partner

6sense

2d•$109,313 - $160,325•Remote

About The Position

As our Senior Compensation Partner you will lead compensation strategy and execution across the US, UK, Canada, and India. This role serves as a strategic partner and subject matter expert to managers, People Business Partners, Talent Acquisition, Finance, and People Operations, designing and scaling programs that support growth, reinforce pay-for-performance, and enable fair, competitive, compliant, data-driven compensation decisions.

Requirements

8–11 years of experience in compensation, Total Rewards, or a related People function, ideally within a SaaS or high-growth technology environment.
Deep expertise in compensation strategy, benchmarking, job pricing, salary range management, incentives, equity, and program design.
Proven experience supporting global compensation programs; particular experience in the U.S. and India strongly preferred.
Experience partnering with leaders, People Business Partners, Talent Acquisition, Finance, Legal, and People Operations on compensation decisions and escalations.
Strong analytical, financial modeling, and data storytelling skills, with the ability to translate complex compensation data into clear recommendations.
Experience leading compensation planning cycles end-to-end in Workday, including modeling, tool readiness, calibration, governance, communications, and post-cycle audits.
Expertise in equity compensation, including new hire, promotion, and refresh grants; stock administration coordination; and employee education.
Strong judgment in managing confidential, complex, and sensitive compensation matters with appropriate documentation and escalation discipline.
Proven ability to improve, automate, and scale compensation processes, tools, and documentation.
Preference for candidates who leverage AI, analytics, automation, and reporting tools to improve quality, speed, and effectiveness.
Hands-on experience with compensation planning tools, HRIS platforms, and equity administration systems; Pave, Workday, Carta, or comparable systems preferred.
Working knowledge of FLSA exempt/non-exempt classification, pay equity, pay transparency, compensation compliance, and audit support preferred.
Certified Compensation Professional (CCP) or comparable certification preferred.

Responsibilities

Lead compensation strategy and execution across base pay, incentives, equity, and global compensation planning.
Design, govern, and improve compensation programs aligned to business strategy, market data, internal equity, and pay-for-performance principles.
Advise senior leaders and People Business Partners on compensation decisions, job leveling inputs, organizational changes, promotions, adjustments, and internal movement.
Serve as the compensation SME for equity programs, including new hire, promotion, and refresh grants; employee education; administration; and communications.
Resolve complex compensation escalations with equitable, consistent, well-documented recommendations and appropriate risk or exception escalation.
Conduct market analysis, benchmarking, and job pricing using approved survey data; translate insights into practical recommendations for leadership.
Drive pay equity, pay transparency, compliance support, and proactive risk mitigation in partnership with Legal, Finance, People Operations, and People Business Partners.
Manage compensation tools, vendors, frameworks, and documentation to ensure processes are accurate, scalable, auditable, and aligned to business needs.
Use reporting, analytics, and AI-enabled tools to identify trends, improve data quality, and strengthen program effectiveness and automation.