Director of Compensation

Coreweave; Livingston; On-site; GBP 120,000 - 180,000; Full time

Job summary

CoreWeave in Livingston, UK is seeking a Director, Compensation to own executive pay and broad-based programs at scale. You’ll partner with our independent compensation consultant and lead a team supporting offer strategy, approvals, and retention of critical talent.

You’ll design benchmarking, pay positioning, incentive structures, and governance, partnering with Legal and Finance on disclosures, Say-on-Pay, and regulatory expectations.

Qualifications

• Advanced analytical and modeling skills.
• Experience presenting to executives and the Board.
• 10+ years in compensation with executive focus.
• Bachelor’s degree in related field.
• Strong cross-functional collaboration.

Responsibilities

• Own executive compensation end to end.
• Prepare Compensation Committee materials.
• Partner with independent compensation consultant.
• Design and govern broad-based compensation programs.
• Lead a team of compensation professionals.
• Advise on incentive plan economics and design.
• Ensure compliance with pay regulations.
• Translate complex concepts for diverse audiences.

Skills

Executive compensation

Strategy design

Cross-functional

People management

Stakeholder communication

Data modeling

Education

Bachelor's degree in HR/Business/Finance/Economics

Job description

Responsibilities

• As Director, Compensation, you’ll own executive compensation end to end — including preparation of Compensation Committee materials and executive pay recommendations developed in partnership with our independent compensation consultant. You’ll serve as the senior compensation advisor to executive leaders, lead a team supporting offer strategy and exceptions, and drive the retention of critical talent across the company. You’ll also own the design, deployment, communication, and governance of broad-based compensation programs at scale. This is a highly visible role with direct exposure to the executive team, and cross-functional leadership
• Own executive compensation end to end, including program design, benchmarking, pay positioning, incentive plan structure, and annual and off-cycle recommendations for the executive team
• Own the preparation of Compensation Committee materials, partnering with the independent compensation consultant on agendas, market analyses, pay recommendations, plan design proposals, and supporting appendices; manage the annual Committee calendar and pre-read cycle
• Serve as the primary day-to-day partner to the independent compensation consultant, directing scope, data requests, market studies, and analysis so that recommendations are defensible, timely, and aligned to CoreWeave’s strategy
• Partner with Legal and Finance on disclosure and governance, including CD&A and proxy compensation tables, pay ratio and pay-versus-performance reporting, Say‑on‑Pay considerations, and evolving regulatory and proxy advisor expectations
• Advise on incentive plan economics, modeling cost, dilution, share usage, accounting treatment, and performance‑metric design in partnership with Finance and Accounting
• Own compensation consulting with executive leaders, acting as the trusted advisor on pay decisions for their organizations — leveling, promotions, market pressure, internal equity, and the compensation implications of organizational design
• Translate complex compensation concepts into clear guidance and crisp recommendations for audiences ranging from front‑line managers to the Board
• Partner closely with HR Business Partners and Recruiting to align pay strategy with workforce plans, hiring demand, and the competitive landscape for AI and infrastructure talent
• Lead, coach, and develop a team of compensation professionals who manage job offer review and exception approvals, partnering with Recruiting to deliver competitive offers with speed and consistency
• Set and govern the offer exception framework — thresholds, approval routing, escalation paths, and reporting — so exceptions are principled, tracked, and defensible rather than ad hoc
• Own retention strategy for critical talent, identifying flight risk in partnership with leaders and People teams and designing and executing targeted retention actions, including equity refresh, off‑cycle awards, and cash retention programs
• Build the analytics and reporting that give leadership visibility into offer trends, exception rates, competitive positioning, attrition, and program effectiveness
• Own the design and deployment of broad‑based compensation programs, including salary structures, geographic differentials, leveling and job architecture, annual and off‑cycle merit and promotion cycles, bonus plans, and equity refresh programs
• Run compensation cycles at scale, owning planning calendars, budget modeling, systems configuration and testing, manager enablement, approval workflows, and post‑cycle audits
• Lead change management and communication, developing manager toolkits, employee‑facing materials, and training so programs land with clarity and buy‑in across a rapidly growing global workforce
• Build scalable infrastructure and governance, including compensation systems, controls, documentation, and SOX‑aligned processes that support a global public company
• Ensure compliance with federal, state, local, and international pay regulations, including pay transparency and pay equity requirements

Qualifications

• Advanced analytical and modeling skills, paired with the judgment to know which analysis actually drives the decision
• Strong cross‑functional partnership skills across Finance, Legal, HR Business Partners, and Recruiting, with the credibility to influence senior stakeholders and hold the line when it matters
• Demonstrated people management experience, with a track record of building, leading, and developing high‑performing compensation teams
• Bachelor’s degree in Human Resources, Business, Finance, Economics, or a related field
• 10+ years of progressive compensation experience, including meaningful ownership of executive compensation
• Excellent written and verbal communication skills, including experience presenting to executives and Board members
• Deep technical fluency across base pay, short‑ and long‑term incentives, and equity vehicles (RSUs, PSUs, options, ESPP), including how they interact with accounting, tax, and disclosure requirements
• Proven experience designing and deploying compensation programs at scale, including the communication, enablement, and approval mechanics that make them stick
• Direct experience preparing Compensation Committee and Board materials and partnering with an independent compensation consultant