About the roleWe are looking for a Compensation Programs Lead to own and drive our core compensation programs end-to-end. This is a high-impact individual contributor (Super IC) role at the intersection of strategy and execution - you will design and operate our merit and incentive cycles, lead compensation readiness across cross functional teams, and own the systems and tooling that power our planning processes. You will work closely with People Business Partners and Finance to ensure our programs are competitive, affordable, sustainable, and built for a fast-scaling business.
What you will doCompensation Planning & Cycle Execution
- Own the end-to-end strategy, planning, and execution of Rippling's annual and midyear merit cycles - timeline management, budget tracking, system configuration, communications, and post-cycle analysis.
- Serve as the primary operational partner to People Business Partners throughout every cycle, proactively removing blockers, resolving edge cases, and translating compensation mechanics into clear guidance for managers and employees.
- Partner with Finance to build and maintain accurate compensation budgets; ensure leaders understand both the numbers and the rationale behind them throughout the planning cycle.
- Leverage RipplingAI and other tools to automate the comp planning process: benchmarking, budgeting, program enablement/communication
- Partner with the Product team to translate business requirements into skills, workflows that Rippling AI can run at regular intervals removing any comp analyst intervention
- Identify comp trends, surface issues, and continuously raise the bar on comp programs quality and program delivery
Compensation Launches & Operational Readiness
- Drive compensation plan launches, mid-cycle changes, and operational readiness across xfn teams, including variable pay programs
- Coordinate cross-functionally with Finance, Legal, and People Business Partners to ensure plan changes are communicated clearly, implemented accurately, and compliant with applicable regulations
- Build enablement resources - calculators, FAQs, manager guides - that help leaders understand and apply compensation programs effectively
- Monitor compensation trends and proactively flag issues or opportunities that should influence program design
Compensation Planning Systems & Program Design
- Contribute to the evolution of compensation program design, including market analysis, job architecture, pay range management, and pay equity reviews.
- Own design inputs for compensation software, including design inputs, UAT and change management
- Partner with the Product team to ensure the planning tool reflects the correct program logic, org structures, and workflows ahead of each cycle
- Identify process inefficiencies and build tools - dashboards, custom apps, automation - that make the function faster and more scalable
Market Analysis & Program Intelligence
- Lead Rippling's annual compensation market analysis: survey participation, job matching, and synthesis of findings into competitive positioning recommendations.
- Maintain current awareness of compensation trends - pay equity regulation, skills-based pay, how AI is reshaping job families, and evolving incentive best practices in high-growth tech.
- Understand the mechanics of private company equity (including pre-IPO equity) and incorporate equity considerations into total compensation frameworks and communications.
What you will need- 8+ years of compensation experience, including meaningful time in a business-facing or cross-functional role at a high-growth technology company.
- Proven track record owning complex, multi-stakeholder compensation cycles end-to-end - on time, with high accuracy, and ownership
- Experience designing or supporting variable comp, equity compensation
- Hands-on experience configuring and managing compensation planning cycles through a full cycle using any software
- Substantial command of compensation fundamentals: job matching, market pricing, leveling, job architecture, equity mechanics (private and public), and cyclical programs.
- Clear, direct communicator - able to translate compensation mechanics into language that managers, employees, and senior leaders can actually use.
- A product mindset for comp programs: you think about who the user is and design for their experience, not just what is technically and legally compliant.
- Comfort with AI tools and a strong bias toward using them to reduce manual lift and move faster.
- Bachelor's degree in Human Resources, Business, Finance, Economics, or a related field.
Additional InformationThis role will receive a competitive salary + benefits + equity. The salary for US-based employees will be aligned with one of the ranges below based on location; see which tier applies to your location here.
A variety of factors are considered when determining someone's compensation-including a candidate's professional background, experience, and location. Final offer amounts may vary from the amounts listed below.
Salary Range: $204,000- $260,000
