• Evaluate current-state compensation programs, structures, in light of a fast-moving environment and evolving macro-environment.

• Assess and prepare for future-state needs and recommend data-driven enhancements enterprise wide.

• In partnership with the VP, Total Rewards, own and evolve our compensation strategy in alignment with business priorities.

• Innovate and introduce AI tools and process approaches into our compensation department that enable greater productively and/or better outcomes.

• Lead compensation market analyses across the organization to ensure competitive market pricing and internal equity, informing compensation and benefits decisions.

• Partner with Talent Acquisition to benchmark roles and design competitive total rewards packages.

• Lead the annual rewards cycle, including merit and promotion reviews, in close partnership with FP&A on budget modeling.

• Serve as a subject matter expert and consultant to business leaders on the company's total rewards philosophy.

Minimum Requirements:

• 7+ years of progressive compensation experience with increasing scope and responsibility, including leadership of enterprise compensation strategy and execution.

• Proven track record of designing, implementing, and scaling impactful compensation, incentive, and retention programs in high-growth environments, with a strong focus on sales operations and retail organizations.

• Deep expertise in sales compensation design, including incentive plan architecture, and performance-based reward structures strongly preferred.

• Experience in executive compensation design and administration strongly preferred.

• Experience in public company environments, including exposure to compensation committee processes, governance frameworks, and regulatory considerations strongly preferred.

• Experience in high-growth environments, including B2C, retail, or sales-led B2B organizations, with demonstrated ability to scale compensation programs in fast-paced, evolving business models preferred.

• Strong project management skills with the ability to lead multiple complex, cross-functional workstreams simultaneously.

• Strong analytical skills with expertise in data modeling, forecasting, and compensation metrics to drive insights and decision-making.

• Exceptional communication and stakeholder management skills, with a demonstrated ability to influence and align cross-functional partners and executive leadership.

• Ability to thrive in a fast-paced, dynamic environment while managing multiple competing priorities with strong organizational discipline.

• Comfortable operating in ambiguity, with the ability to adapt quickly to changing business needs and priorities.

• Highly motivated self-starter with a strong sense of urgency and ability to deliver high-quality work under pressure.

• Strong ability to develop and mentor talent

• Ability to travel up to 10%.

Preferred Requirements:

• Bachelors degree or higher in Business, Finance, Economics, or a related field.

• Deep experience in sales compensation design, including incentive plan architecture, quota setting, and performance-based reward structures strongly preferred.

• Experience in executive compensation design and administration strongly preferred.

• Experience in public company environments, including exposure to governance, compensation committee processes, and regulatory considerations, strongly preferred.

• Experience in high-growth environments, including B2C, retail, or sales-led B2B organizations, with exposure to scaling compensation programs in fast-moving, evolving business models preferred.