Global Director, Compensation

Babylist; United States; Remote; USD 189,000 - 241,000; Full time

Benefits offered by this job

Company-paid health benefits

Remote-first policy

Generous parental leave and PTO

Remote work stipend

Job summary

Babylist is seeking a Global Director, Compensation to own the company’s entire compensation strategy. You will build programs to attract and retain top talent, model executive pay, and lead the compensation team with a focus on equity and analytics.

You’ll partner with Talent Acquisition, Finance, Legal, and executive leadership to design, implement, and govern global compensation programs, ensuring market competitiveness and compliance. Remote-first with US-wide teams and executive visibility.

Qualifications

• 12+ years of experience across compensation or total rewards.
• Experience building and scaling compensation programs in a technology company.
• Ability to model executive pay including base, bonus and equity.
• Deep equity compensation knowledge: options, RSUs, vesting, refresh cycles, dilution.

Responsibilities

• Own the strategy behind Babylist's global compensation programs and annual cycles.
• Lead executive compensation activities including governance and Compensation Committee materials.
• Serve as compensation authority advising leaders on pay decisions and policy interpretation.
• Communicate compensation programs clearly and lead rollout of new initiatives.
• Lead compensation analytics: benchmarking, pay equity, range penetration, and incentive analysis.
• Partner with Finance, Payroll, Legal, Talent Acquisition, and Total Rewards on planning and budgeting.
• Lead and develop the compensation team, mentoring the Senior Compensation Manager.

Skills

Executive compensation

Equity compensation

Compensation analytics

People leadership

Private company modeling

Tools

AI tools

Job description

Compensation is a large part of how we attract and retain exceptional talent. We’re hiring a Global Director, Compensation to own our entire compensation strategy. Your day-to-day focus will be on building the compensation programs that drive acquisition and retention of top-tier talent. You will be encouraged to use your creative side to build programs while balancing the tension of analytical rigor and high integrity. You will directly model and own our executive compensation philosophy, including private company equity modeling. You are energized by presenting to the executive team and the executive compensation committee. You'll report directly to our SVP of People and work with executives across the company.

Who You Are

• You think critically and creatively, designing solutions for Babylist’s specific needs and drawing on market data as a key input alongside your own judgment.
• You bring 12+ years of experience across compensation or total rewards, including executive compensation, equity, and compensation analytics, and you’ve built and scaled compensation programs in a technology company.
• You can model executive pay—including base, bonus, and equity—and turn complex analysis into clear recommendations and Compensation Committee materials. Experience presenting directly to a comp committee is a plus.
• You’re deeply fluent in equity compensation, including options, RSUs, vesting design, refresh cycles, eligibility, and dilution tradeoffs, with deep private-company executive compensation experience and public company modeling.
• You partner closely with Talent Acquisition and treat recruiter market input as a valid signal alongside survey data and internal equity.You have extremely high attention to detail, can intuitively spot when numbers feel off, and bring strong financial acumen in forecasting, budgeting, accruals, and workforce planning.
• You have worked directly with tech executive leadership to model engineering, product and design compensation.
• You’re a trusted partner to senior Finance, Legal, Payroll, HR, and business leaders, with the executive presence and writing skills to make complex issues clear. You tell a clear story and lead change management, bringing leaders and employees along with new programs. You handle sensitive information with discretion.
• You have 5+ years of people leadership experience. You develop a small team, coach them toward more strategic work, and lead through change.
• You use AI to work smarter and improve your output, and you remain curious about how emerging tools can strengthen the function.

How You'll Make an Impact

• Own the strategy behind Babylist's global compensation programs and annual cycles, and set the philosophy and design for job architecture, market pricing, promotions, pay adjustments, and equity eligibility
• Own the change management, communication, and rollout of Babylist’s new non-executive equity refresh program, then shape our equity and compensation strategy as the company evolves.Own technical compensation, including a point of view on how engineering and product bands should align to attract top technical talent.
• Serve as the company’s compensation authority, advising leaders and HR partners on competitive pay decisions, policy interpretation, and exceptions with sound, independent judgment.
• Communicate compensation programs with clarity and lead the rollout of new initiatives, so leaders and employees understand what is changing and why
• Lead compensation analytics. This includes benchmarking, pay equity, range penetration, and incentive analysis. Translate findings into executive-ready recommendations.
• Partner with Finance, Payroll, Legal, Talent Acquisition, and Total Rewards on compensation planning, budgets, offer design, pay progression, and workforce planning.
• Lead executive compensation activities, including offer packages, annual pay reviews, equity recommendations, governance, and Compensation Committee materials.
• Ensure programs comply with global compensation requirements, pay transparency laws, internal controls, and data privacy obligations.
• Lead and develop the compensation team, including mentoring the Senior Compensation Manager, who also oversees benefits execution.
• Equip managers and employees to understand how Babylist’s compensation programs work and the principles behind them.

Why This Role

• You’d be the first Global Director, Compensation, building the function and designing programs around Babylist’s specific needs, not maintaining an existing one.
• You’d work directly with People leadership and executives across the company, with outside executive compensation counsel as a partner.

About Compensation

We use a market-based approach to compensation. The starting salary range for this role is:

$189,475.00 to $241,000.00

Your starting salary will be based on your location, experience, and qualifications, with increases over time tied to performance, role growth, and internal pay equity.

Who We Are

Babylist is the leading platform for expecting and new families. More than 10 million people shop with Babylist every year, making it the go-to destination for seamless purchasing, guidance, and expert recommendations. As a modern, AI-forward tech company, Babylist has expanded from a universal registry into a full ecosystem — the Babylist Shop, Babylist Health, Babylist Money, NYC and LA showrooms, branded content, and more — generating $750M in revenue in 2025. Building the generational brand in baby, Babylist is reshaping the $235B kids and baby market and helping parents feel confident, connected, and cared for at every step.

Our Ways of Working

Babylist is remote-first with team members across the U.S. and Canada who move fast, think smart, and use AI as part of how they work every day — not as an experiment, as an expectation. We come together twice a year to build the relationships behind the work, and we hire people who are genuinely excited about what's possible and prove it through how they show up.

Why You Will Love Working At Babylist

Our Culture

• We work with focus and intention, then step away to recharge
• We believe in exceptional management, and we invest in the tools and the time to connect with colleagues
• We build products that positively impact millions of people's lives
• AI is part of how we work, not a side experiment. You'll have leading tools like Claude and ChatGPT from day one, with no waiting on access, so the busywork gets handled and your judgment goes where it counts

Growth & Development

• Competitive pay and meaningful opportunities for career advancement
• We believe technology and data can solve hard problems
• We're committed to career progression and performance-based advancement
• Company-paid medical, dental, and vision insurance
• Retirement savings plan with company matching and flexible spending accounts
• Generous paid parental leave and PTO
• Winter Wonder Week: the whole company takes a paid week off at the end of the year, whether or not you celebrate anything, so everyone's out at once and comes back refreshed
• Remote work stipend to set up your office
• Perks for physical, mental, and emotional health, parenting, childcare, and financial planning