Your Team, Your Impact

We're looking for a Senior Compensation Partner to serve as the trusted advisor to our business leaders and HR partners on all things pay. In this role, you'll move fluidly between hands-on analytical work and strategic consultation, shaping offers, supporting the annual focal cycle, and helping the organization think through how we structure and reward work as the business evolves.
This is a high-impact, high-visibility role for someone who brings deep hi-tech compensation expertise, loves solving problems with data, communicates with clarity, and is excited to bring modern tools (including AI) into the way compensation work gets done.

What You Can Expect

Strategic Business Partnership

• Serve as the primary compensation point of contact for designated business units, building deep relationships with HRBPs, recruiters, and people leaders
• Translate business strategy and workforce plans into compensation recommendations that attract, retain, and motivate top hi-tech talent
• Provide thought partnership on org design, leveling, and compensation implications of business decisions
• Coach managers and HRBPs on compensation philosophy, market dynamics, and how to have effective pay conversations

Offers, Counters, and Ad-Hoc Pay Decisions

• Review and recommend competitive offers for new hires, internal transfers, and promotions, balancing market data, internal equity, and budget
• Partner with Talent Acquisition on counter-offer strategy and complex negotiations, including equity, sign-on, and retention considerations
• Model the downstream impact of pay decisions on team and org-level equity

Annual Focal / Compensation Cycle

• Support planning, calibration, and execution of the annual merit, bonus, and equity review cycles for your client groups
• Train and enable managers on tools, guidelines, and the rationale behind cycle decisions
• Partner with Finance and HRIS on accruals, system configuration, and post-cycle reconciliation

Job Architecture & Market Pricing

• Maintain and evolve job architecture, leveling, and career frameworks in partnership with HR and the broader Total Rewards team
• Conduct market pricing using hi-tech survey data (e.g., Radford, Mercer, Compa); recommend salary ranges and structure updates
• Identify and resolve internal equity issues, compression, and structural inconsistencies

Analytics & Reporting

• Build models and dashboards that turn pay data into clear insights for leadership
• Run ad-hoc analyses on pay equity, attrition risk, range penetration, and competitiveness
• Use AI-assisted tools to accelerate data work, draft communications, and improve analytical workflows

What We're Looking For

• 7+ years of compensation experience in the hi-tech industry, including direct business partnering with leaders and HRBPs
• Bachelor's degree in Business, Arts, Science, or a related field.
• Strong command of compensation fundamentals: salary range creation, salary structures, job architecture, incentive design, and equity (RSUs, options, refresh strategy)
• Advanced Excel skills (complex formulas, lookups, pivots, modeling); comfort working with large, messy data sets
• Demonstrated analytical rigor with the ability to translate numbers into a clear story and recommendation
• Excellent written and verbal communication; able to flex between executive-level summaries and detailed manager guidance
• Direct experience with Radford survey data and hi-tech market benchmarking
• Experience with compensation platforms (e.g., Workday, Compa) and HRIS reporting
• Active interest in applying AI tools to compensation work , prompt-writing, automation, summarization, and analysis
• Sound judgment, discretion, and the ability to navigate ambiguity and competing priorities
• Bachelor's degree or equivalent practical experience

Expected Base Pay Range (USD)
143,290 - 214,600, $ per annum

The successful candidate's starting base pay will be determined based on job-related skills, experience, qualifications, work location and market conditions. The expected base pay range for this role may be modified based on market conditions.

Additional Compensation and Benefit Elements
Marvell is committed to providing exceptional, comprehensive benefits that support our employees at every stage - from internship to retirement and through life's most important moments. Our offerings are built around four key pillars: financial well-being, family support, mental and physical health, and recognition. Highlights include an employee stock purchase plan with a 2-year look back, family support programs to help balance work and home life, robust mental health resources to prioritize emotional well-being, and a recognition and service awards to celebrate contributions and milestones. We look forward to sharing more with you during the interview process.

Interview Integrity

To support fair and authentic hiring practices, candidates are not permitted to use AI tools (such as transcription apps, real-time answer generators like ChatGPT or Copilot, or automated note-taking bots) during interviews.

These tools must not be used to record, assist with, or enhance responses in any way. Our interviews are designed to evaluate your individual experience, thought process, and communication skills in real time. Use of AI tools without prior instruction from the interviewer will result in disqualification from the hiring process.

This position may require access to technology and/or software subject to U.S. export control laws and regulations, including the Export Administration Regulations (EAR). As such, applicants must be eligible to access export-controlled information as defined under applicable law. Marvell may be required to obtain export licensing approval from the U.S. Department of Commerce and/or the U.S. Department of State. Except for U.S. citizens, lawful permanent residents, or protected individuals as defined by 8 U.S.C. 1324b(a)(3), all applicants may be subject to an export license review process prior to employment.

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