Compensation Partner

Fireworks AI; United States; On-site; USD 120,000 - 180,000; Full time

Job summary

Fireworks AI is hiring its first dedicated Compensation Partner to translate our philosophy into practice across a fast-growing org. You’ll run market research, build review cycles, keep data clean, and serve as the go-to comp expert for HRBPs and leaders.

You’ll also partner with Finance to build equity frameworks, design guardrails and bands, and ensure compensation stays competitive and scalable as the company grows.

Qualifications

• 6+ years of progressive compensation experience in a fast-growing company.
• Experience partnering with HRBPs, Finance, and People Ops as equal stakeholders.
• Excellent written communication—explain compensation mechanics clearly.
• Familiarity with compensation systems and survey data sources.
• Direct experience with equity compensation (options, RSUs, or similar).
• Strong analytical foundation: market data, modeling, clear recommendations.
• A hands-on, do-er mindset—own the process and details.

Responsibilities

• Translate our compensation philosophy into clear strategy and practice.
• Own market research, review cycles, data quality, and governance.
• Build and evolve compensation bands and job architecture.
• Partner with Finance on equity framework and related modeling.
• Design end-to-end compensation review cycles and calibration.
• Roll out the program with HRBPs across functions.
• Design manager tools and guidance for consistent pay decisions.
• Own compensation system implementation (e.g., HRIS/Workday).
• Keep pay practices aligned with philosophy; flag drift and adjust.

Skills

HRBP partnership

Finance collaboration

Equity compensation design

Compensation data analysis

Market benchmarking

Salary bands

Workday/HRIS

Clear communication

Tools

Workday

Radford

Pave

Carta Total Comp

Job description

• Compensation touches nearly every decision we make about talent. We’re hiring our first dedicated Compensation Partner — the person responsible for translating our compensation philosophy into practice
• You’ll build the connective tissue between what we believe about pay and how pay decisions actually get made across a fast-growing org. That means bringing rigor to how we benchmark, review, and adjust compensation, and building the systems and processes that let that rigor hold as we scale
• You’ll own all of it hands-on — running the market research, building the review cycle, keeping the data clean, and being the person HRBPs and leaders turn to when a pay question needs a real answer
• You’ll also partner closely with Finance to build out our equity framework, bringing a compensation lens to a conversation that’s often driven by Finance alone
• Translate our compensation philosophy into clear strategy and practice
• Take our existing compensation philosophy and turn it into practical guardrails, bands, and decision frameworks that managers and HRBPs can actually use
• Regularly check that our real-world pay practices stay aligned with our philosophy, flagging and correcting drift as we grow
• Keep our compensation posture competitive and agile — able to respond to market shifts rather than only revisiting pay once a year
• Maintain and evolve our compensation bands
• Own our job architecture and salary bands, keeping them current as roles, levels, and the market evolve
• Run ongoing market research and benchmarking (survey data, competitive intelligence) to ensure our bands remain competitive
• Recommend band adjustments proactively, rather than waiting for a leader or HRBP to flag a problem
• Own compensation data, analysis, and systems
• Maintain accurate compensation data and be the source of truth Finance, People Ops, and HRBPs rely on
• Own compensation system implementation and administration (e.g., HRIS/Workday compensation modules), keeping the process scalable as headcount grows
• Turn compensation data into clear analysis and recommendations for leadership — pay equity, competitiveness, spend trends
• Build and run our compensation review program
• Design and own the end-to-end compensation review cycle — timing, guardrails, manager tools, and calibration approach
• Partner with HRBPs to roll the program out across their orgs, adapting company-level design to what actually works for each function
• Build the manager-facing tools and guidance that keep pay decisions consistent and defensible across teams
• Participate in designing our benefits strategy
• Own the strategic direction of our benefits program across geographies — what we offer, how it evolves, and how it stays competitive and cost-effective as we scale
• Partner with People Ops, who continue to own day‑to‑day benefits administration, to ensure strategy and execution stay connected
• Evolve the benefits framework as we expand into new locations or hit new headcount milestones
• Partner with Finance on equity
• Bring strong familiarity with equity compensation design (options, RSUs, or similar) to partner closely with Finance in building out a robust equity framework
• Support equity-related modeling, guidelines, and decision‑making as part of the broader compensation strategy
• Help ensure equity practices stay consistent with our overall compensation philosophy
• Be the go‑to comp expert for HRBPs and leaders
• Act as subject matter expert on pay decisions, offer approvals, and job evaluations
• Educate and enable HRBPs and managers so they can confidently make and explain compensation decisions within our frameworks

Experience partnering with HRBPs, Finance, and People Ops as equal stakeholdersExcellent written communication — able to explain compensation mechanics clearly to audiences ranging from executives to first‑time managersFamiliarity with relevant compensation systems and survey data sources (e.g., Workday, Radford, Pave, Carta Total Comp)Direct experience with equity compensation (options, RSUs, or similar) and comfort partnering with Finance on equity framework designStrong analytical foundation: comfortable with market data, compensation modeling, and translating data into clear recommendationsA hands‑on, do‑er mindset — comfortable owning the process and the details, not just setting direction for others to execute6+ years of progressive compensation experience, ideally including time maintaining and evolving comp programs (bands, review cycles, market benchmarking) in a fast‑growing companyExperience carrying a benefits program through international or multi‑geography expansionExperience with sales/GTM compensation plan designExperience owning or heavily involved in benefits strategy (not just administration)Experience building a compensation review cycle in tandem with a performance management program