Compensation Partner to help evolve, scale, and operationalize our global compensation framework. As we grow from ~650 employees to 1,500+ worldwide, this role will play a foundational part in assessing our current compensation landscape, closing infrastructure gaps, and building scalable programs across the United States and Europe.

Reporting directly to the SVP Global People and Talent , you will independently drive key workstreams across global market benchmarking, job architecture, salary structure maintenance, variable compensation modeling, and business partner enablement. This position combines deep analytical rigor with consultative advisory skills, translating compensation data into clear business recommendations.

Key Responsibilities

• Assess current compensation structures, benchmarking methodologies, processes, and systems to identify opportunities for optimization and automation.
• Partner with leadership to design and execute a compensation roadmap that supports international expansion from 650 to 1,500+ employees.
• Collaborate with HR Operations, IT, and Finance to enhance compensation systems, data integrity, reporting capabilities, and workflow integrations.
• Help refine, document, and operationalize our global compensation philosophy, ensuring balanced alignment across market competitiveness, internal equity, geographic differentials, and peer group selections.
• Establish and govern clear, consistent guidelines for recurring compensation events (focal reviews, promotions, merit increases, market adjustments) and out-of-cycle exceptions.
• Design, implement, and support technology-enabled compensation cycles, internal equity reviews, and focal compensation planning.
• Lead regular market pricing and compensation modeling for U.S. and European markets using survey sources (e.g., Radford/Aon).
• Establish a proactive cadence for monitoring market shifts and updating geographic pay ranges and salary structures so our offerings remain competitive.
• Conduct impact modeling and cost analysis for annual structure adjustments and market corrections.
• Build upon and refine the global job architecture, including job families, sub-families, career tracks, and leveling criteria.
• Reconcile new and evolving roles against the leveling framework to ensure cross-functional parity and clear career progression pathways.
• Act as a trusted compensation advisor to HR Business Partners, Talent Acquisition, Finance, and People Managers, providing data-backed recommendations with clear rationale.
• Create self-service enablement tools, offer-generation guidelines, and structured decision frameworks that empower recruiters and HRBPs to handle routine compensation queries independently.
• Define and manage clear escalation paths and governance criteria for non-standard compensation requests and exceptions.
• Support the design, benchmarking, and modeling of variable pay programs, including Sales/Go-To-Market commission structures and annual corporate bonus plans.
• Model On-Target Earnings (OTE), base/variable mix ratios, and payout curves to ensure performance alignment and market competitiveness.

Minimum requirements:

• Minimum of 3+ years of progressive compensation or total rewards experience, ideally within a high-growth, global technology organization.
• Bachelor's degree in Human Resources, Business Administration, Finance, Information Systems, or a related field (or equivalent practical experience).
• Demonstrated experience with multi-country compensation structures, with specific knowledge of U.S. and European market dynamics and regulatory environments.
• Proven experience utilizing market survey tools (Radford/Aon preferred).
• Advanced Microsoft Excel / Google Sheets modeling skills (e.g., complex formulas, pivot tables, index/match, scenario modeling).
• Experience with HRIS compensation modules (Workday experience is a plus/preferred, but not required).
• Solid foundation in job evaluation, leveling frameworks, salary band construction, and statistical analysis of compensation data.
• Strong interpersonal and advisory skills, with the ability to synthesize complex quantitative data into concise, actionable insights for diverse business stakeholders.

Physical Requirements:

• Able to lift 25 lbs. and stand/sit for many hours per day

Compensations Range:

The expected base salary range for this position is between
$105,000.00 - $157,400.00
The level of pay within the range will depend on a variety of job-related factors that may include location, relevant prior experience and/or education, or particular skills and expertise.

Disclosures:

Pay Transparency Disclosure:

This compensation and benefits information is based on Lyten's estimate as of the date of publication and may be modified in the future. We generally do not negotiate on salary once we have made an offer. The level of pay within the range will depend on a variety of job-related factors that may include location, relevant prior experience and/or education, or particular skills and expertise. New hires joining the company tend to be paid within the starting base pay range noted above, with opportunities to increase pay over time based on development of additional skills, competencies, and company-specific knowledge.

In addition to base pay this position is eligible for tier based bonus and equity, healthcare, dental, vision, corporate discounts, paid holidays, PTO and sick time, 401K, employee relocation plan (if applicable)