Director, Business Partner

Director Of Compensation, Business Partners

The Director of Compensation, Business Partners is a senior leader within the Total Rewards organization responsible for shaping and operationalizing compensation strategies that support a fast-paced, innovation-driven tech environment. This role partners closely with HR Business Partners, business unit leaders, corporate functions, and executive stakeholders to build compensation programs that attract top technical talent, reward high performance, and scale with company growth.

The Director leads a team of compensation business partners who consult across multiple tech business units and global regions.

• Develop compensation strategies tailored for the tech sector, balancing market competitiveness, pay equity, and the need to attract scarce technical talent
• Advise senior leaders across Engineering, Product, Design, AI/ML, and Sales on compensation trends, including equity market dynamics and global tech labor competition
• Align compensation frameworks with the company's growth stage whether scaling, entering new markets, or optimizing post-IPO or post-merger structures.

• Lead the design and governance of compensation structures specific to the tech industry, such as equity-centric reward programs, differentiated technical job ladders, and variable pay structures for high-impact teams
• Oversee annual compensation cycles, including merit, equity grants, and bonus planning, ensuring alignment with engineering velocity, product milestones, and business outcomes
• Partner with Total Rewards leadership to benchmark against peer tech companies and emerging tech talent markets

• Lead a team of compensation business partners who provide strategic consulting to HR Business Partners and leaders across Engineering, Product, Cloud/SaaS, Corporate Functions, and Go-to-Market teams
• Advise leaders on compensation decisions for hiring (including for critical skill roles), promotions, reorganizations, retention strategies, and off-cycle adjustments
• Use data analytics, market intelligence, and workforce insights to inform talent strategies in high-growth or competitive tech labor markets

• Ensure compliance with evolving pay transparency laws, global worker classification rules, and tech-sector equity regulations
• Strengthen governance around job architecture, leveling frameworks for technical roles (e.g., IC vs. Manager tracks), and equity granting guidelines
• Partner with Legal, Finance, and Audit on risk mitigation, pay equity analyses, and compensation-related disclosures

• Lead, mentor, and develop a high-performing team of compensation professionals skilled in tech industry practices
• Promote a culture of innovation, collaboration, experimentation, and data-driven decision-making within the compensation team
• Foster strong partnerships with HR, Talent Acquisition, and People Analytics teams

• Work closely with HRIS and People Analytics teams to leverage technology (e.g., Workday, compensation modeling tools, dashboards) to support scalable compensation processes
• Partner with Finance to align compensation strategies with financial planning, forecasting of equity burn rates, and long-term incentive design
• Collaborate with Talent Acquisition to ensure competitive offers and proactive hiring strategies for hard-to-fill technical roles

• Bachelor's degree required;
  Master's degree in HR, Business, Finance, or related field preferred
• 10+ years of progressive compensation experience, with at least 5 years in a leadership role, ideally within the tech industry or supporting technical organizations
• Experience in fast-growth tech, SaaS, hardware, AI/ML, or global engineering organizations strongly preferred; global compensation experience is a plus
• CCP (Certified Compensation Professional) or similar certification strongly preferred

• Expertise in tech-specific compensation practices, including compensation principles, market benchmarking, job architecture, incentives, regulatory compliance, equity programs, technical leveling frameworks, and global market pricing
• Strong analytical and financial modeling skills, forecast compensation costs, and interpret market data with proficiency in compensation tools and HRIS platforms (e.g., Workday)
• Advanced Excel expertise and ability to create, organize and manipulate large sets of data in complex Excel spreadsheets
• Exceptional ability to influence executives in a matrixed, fast-moving environment and communicate complex topics with clarity
• Deep understanding of pay transparency laws, global compensation compliance, and tech-sector talent trends
• Leverages strategic focus, and pragmatism, coupled with highly analytical thinking and meticulous attention to detail
• Excellent communication skills, including ability to simplify complex topics for diverse…