Compensation Business Partner

Snap Inc.; Santa Monica (CA); On-site; USD 180,000 - 260,000; Full time

Benefits offered by this job

Parental leave 28 weeks

Medical coverage

401(k) with company match

Wellbeing programs

Job summary

Snap Inc. is seeking a Compensation Business Partner to join the Global Compensation team in Santa Monica, CA. You will partner with Engineering, Hardware, Revenue, and G&A to advise on pay decisions, offers, promotions, and job evaluations.

You will analyze cash, equity, and total rewards using industry tools, benchmark pay positioning, and communicate compensation philosophy via manager guides and executive-ready presentations.

Qualifications

• Polished written, verbal, and presentation skills.
• Ability to build and deliver executive-ready slides and narratives.
• Experience partnering with HRBPs, Talent Acquisition, Finance, and leaders.

Responsibilities

• Partner to Engineering and Hardware / Revenue and G&A client groups on pay decisions, offers, promotions, and job evaluations.
• Analyze competitive trends in cash, equity, and total rewards to inform program design and pay positioning.
• Develop trainings, calculators, FAQs, and manager guides explaining Snap’s compensation programs.
• Project-manage and roll out AI-enabled workflows for benchmarking and scenario modeling.

Skills

Analytical skills

Executive communication

Stakeholder management

Presentation skills

Partner management

Education

Bachelor’s degree in Business, HR, Finance, or related field

Tools

Workday

Radford

Pave

Compa

Schwab EquiView

Job description

• We’re looking for a Compensation Business Partner to join Snap’s Global Compensation team.
• In this role, you’ll serve as a compensation partner to a portfolio of Engineering and Hardware / Revenue and G&A client groups, while also helping the broader team modernize how we work through smarter use of AI
• Serve as the compensation business partner for assigned Engineering and Hardware / Revenue and G&A client groups, advising HRBPs, recruiters, and leaders on pay decisions, offers, promotions, and job evaluations
• Analyze competitive trends in cash, equity, and total rewards using tools like Radford, Pave, and Compa to inform program design, benchmarking, and pay positioning recommendations
• Deliver compelling and relevant training and communication (e.g. calculators, FAQs, manager guides, and executive-ready presentations) that help leaders and client groups understand and apply Snap’s compensation philosophy and programs
• Act as an AI champion for the Compensation team: project-manage the identification and rollout of AI-enabled workflows (e.g., accelerating benchmarking, scenario modeling, stakeholder communications) and build enablement resources so the team adopts them effectively

Benefits

• Up to 28 weeks of parental leave and return-to-work program
• Adoption, surrogacy, infertility, and fertility preservation benefits
• Backup child care coverage, center-based care support, & caregiver assistance
• Dependent Daycare Flexible Spending Account
• Short-term disability, long-term disability, basic life insurance, and AD&D insurance
• Services to support your path to parenthood & beyond - fertility support & family planning via Carrot, SNOO, Hinge Health
• Lactation rooms (based on office location) and breastmilk shipping coverage
• For Snap, employees taking care of loved ones with complex, chronic, or ongoing care needs (i.e. parent with Dementia, spouse with Cancer, child with Autism), your family can save time, money, & stress with Wellthy
• Comprehensive medical coverage, including PPO, HDHP with HSA, and HMO options
• Dental coverage, including orthodontia benefits
• Vision coverage, including frame and contact allowance and LASIK benefits
• Free membership to One Medical for primary and urgent healthcare services
• Business Travel Insurance
• Gym perks and discounts
• Team fitness classes and races
• Sports leagues
• Cooking and nutritional workshops
• Well-being reimbursement
• Unlimited access to virtual physical therapy with Anthem
• 15 sessions per year of mental health for you + dependents through Lyra
• Generous time off and leave programs. In the US, this includes the following:
• Up to 3 weeks (120 hours) of vacation time and 1 floating holiday for non-exempt team members
• 15 sick and safe days per year
• 12 paid holidays per year
• Meditation and yoga classes
• Social gatherings, team outings, and volunteering programs
• Speaker series, classes, and subscriptions to educational programs
• Snap Inc. provides a 401(k) plan that allows you to save on a pre-tax, Roth, and after-tax basis for your retirement (yes, we even have the Mega backdoor option!) Snap will also match 100% up to 3% of your contribution and then 50% on your 4th and 5th%
• Flexible Spending Accounts for healthcare, daycare and commuter
• Health Savings Account with employer contributions
• Rocket Lawyer memberships
• Financial education programs
• Snap exclusive discounts and perks
• Compensation packages that let you share in Snap’s long-term success!

Ability to use emerging technologies, including AI, responsibly to improve compensation workflows and team productivityFamiliarity with compensation norms and labor market trends outside the U.SPolished written, verbal, and presentation skills; comfortable building and delivering executive-ready slides and narrativesEffective partner management skills, with experience navigating ambiguity across HRBPs, Talent Acquisition, Finance, and business leadersExceptional analytical skills, with the ability to synthesize complex data into clear, actionable recommendations for audiences ranging from managers to executivesBachelor’s degree in Business, Human Resources, Finance, or another related field, or equivalent years of experience5+ years of compensation experience at a technology companyHands-on experience with an HRIS platform (Workday strongly preferred) and market benchmarking tools (e.g., Radford, Pave, Compa)Experience serving as a compensation business partner to client groups and/or senior leadersExperience supporting compensation for a range of Engineering and Hardware / Revenue and G&A functionsExperience with equity administration platforms (e.g., Schwab EquiView or similar)Experience identifying, project-managing, or deploying AI-enabled tools or workflows within an HR or Compensation function