Sr. Compensation Partner

OpenLoop Health•Des Moines, IA

2d•Remote

About The Position

OpenLoop is hiring a Sr. Compensation Partner to support our compensation function day to day. This is a hands-on role, owning core compensation work, from analysis through delivery, including benchmarking, job architecture, comp cycles, and modeling for groups you support. You’ll partner with People, Finance, Legal and business leaders to make sure comp decisions are data-driven, well-modeled, and easy to explain.

Requirements

Total rewards leadership experience owning both compensation and benefits.
Experience in a high-growth company.
A track record of building or overhauling job architecture, leveling, and salary structures.
Hands-on experience administering private-company equity.
Working knowledge of benefits and pay compliance: ERISA, ACA, COBRA, HIPAA, FLSA, and state pay transparency laws.
Strong modeling skills in Excel or Google Sheets, plus experience with compensation survey data (e.g., Radford, Mercer, Pave, or comparable).
Clear communicator who can explain trade-offs to partners, leaders, and make complex programs clear for employees.
Comfortable working remotely with core collaboration hours in Central Time.

Nice To Haves

Total rewards experience in healthcare, telehealth, or healthcare services.
Experience integrating compensation and benefits after an acquisition.
Experience with Rippling, Workday, Ashby, Carta, and Pave (or similar HRIS, ATS, equity and compensation planning platforms).
CCP, CBP, or CECP certification.
Experience using AI tools to automate compensation and benefits workflows.

Responsibilities

Act as the go-to compensation partner for assigned groups, advising recruiters, people partners, and managers on offers, promotions, and pay questions.
Own market benchmarking with Radford and/or comparable survey tools for the groups you support, including pricing new, ambiguous, or non-standard roles.
Maintain and extend job architecture, including job families, leveling, and salary ranges, within the framework set by Total Rewards leadership. Build new structures where gaps exist.
Run key workstreams of the annual comp cycle, from data prep and budget modeling through manager support, execution, and rollout.
Build financial and comp models, dashboards, and analyses that lead to clear recommendations.
Provide modeling and grant-sizing analysis to support equity program decisions.
Help harmonize compensation across corporate and subsidiary populations.
Plan and track your projects with clear milestones, and flag risks early.
Recommend process improvements and help evaluate and implement comp planning tools.
Other duties as assigned.