We are seeking an exceptional business operations leader to join the Executive Compensation team, driving operational excellence and strategic integration across executive talent decisions.
This role sits at the center of Executive Compensation, connecting it across Executive Recruiting, Executive Talent Management, Broad-Based Compensation, and business leadership. You will own how we translate strategy into an integrated, scalable operating model, ensuring compensation is not a downstream output, but a core input into how we hire, manage, and retain senior talent.
The ideal candidate excels in navigating ambiguity, seamlessly moving between the details and the broader context. You will be the primary owner of the team's most visible artifacts, from weekly metrics to annual operating plans. Partnering closely with the leadership team, you will develop and drive core operational processes, cross-functional programs, and aligned communications, all while maintaining a firm grasp on the business cadence.
Strong candidates are curious, customer-obsessed, and possess impressive project management skills with the ability to influence at all levels. You bring strong business acumen, outstanding communication abilities, and a willingness to roll up your sleeves to get the job done. Thriving in a fast-paced, high-visibility environment, you will spearhead initiatives that require cross-functional coordination, driving projects and priorities to resolution.
Key job responsibilities
• Own the Executive Compensation Operating System. Define and run the mechanisms that govern executive compensation decisions (e.g., new hire structuring, annual planning, off-cycle actions, retention strategies). Ensure consistency, scalability, and auditability across all decisions.
• Act as a strategic advisor and air-traffic-controller, optimizing leadership's time and engagement with key stakeholders for maximum effectiveness.
• Lead cross-functional integration at the executive level. Drive alignment across Executive Recruiting, Talent Management, Broad-Based Comp, and business leadership in a complex matrixed organization.
• Lead the business cadence including running and improving mechanisms to set, manage, and track goals, and ensure accountability for results. Drive weekly, monthly, and quarterly business reviews.
• Translate strategy into precision execution. Convert broad compensation philosophy into high-resolution frameworks that enable differentiated, role-specific decision-making.
• Ensure continuity across the executive lifecycle, from offer design through ongoing compensation and retention. Eliminate fragmentation across hiring, planning, and talent management processes.
• Own data, insights, and decision narratives. Synthesize internal equity, external market data, and recruiting signals into clear, decision-ready narratives for senior leadership.
• Build scalable mechanisms and tools. Serve as the interface with tech organizations to design and implement workflows, governance structures, and tools that improve speed and decision quality at scale.
• Manage long-range and annual planning cadence, operationalizing strategy into actionable programs and initiatives.
• Drive special projects with operational, business, and technical partners.
