Global Director, Compensation

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

Benefits offered by this job

Remote work stipend

Company-paid medical, dental, and vis

Generous parental leave and PTO

Retirement plan with employer matching

AI-enabled tools like Claude & ChatGPT

Job summary

Babylist is seeking a Global Director, Compensation to own the entire compensation strategy and programs driving acquisition and retention of talent. You will model executive pay, equity, and governance and present directly to the executive team and Compensation Committee.

The role requires 12+ years in compensation, equity modeling, and experience with private/public company equity. This is a remote-first role across the US and Canada with AI-enabled tools and broad leadership scope.

Qualifications

• 12+ years in compensation or total rewards, incl. executive comp, equity, analytics.
• Built and scaled compensation programs in tech, with equity modeling for private/public companies.
• Model executive pay (base, bonus, equity) and present to Compensation Committee.
• Deep fluency in equity compensation (options, RSUs, vesting, dilution).
• Experience with governance, disclosure, IPO readiness.

Responsibilities

• Own Babylist's global compensation strategy and annual cycles.
• Redesign equity strategy including options vs RSUs and communications.
• Advise leaders on competitive pay decisions, policy interpretation, and exceptions.
• Lead compensation analytics: benchmarking, pay equity, range penetration, incentives.
• Partner with Finance, Payroll, Legal, TA, Total Rewards on planning and budgets.
• Lead executive compensation activities and Compensation Committee materials.
• Ensure compliance with global comp requirements and data privacy obligations.
• Develop and mentor the compensation team.

Skills

Executive compensation

Equity modeling

Pay governance

Compensation analytics

Budgeting & forecasting

Leadership

Stakeholder collaboration

Communication to execs

Regulatory compliance

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 bring 12+ years of experience across compensation or total rewards, including executive compensation, equity, and compensation analytics.
• You’ve built and scaled compensation programs in a technology company, with deep expertise in private and public company equity modeling, market pricing, job architecture, pay equity, incentive design, and governance.
• 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.
• You have deep private-company executive compensation and equity experience, in-house or as an advisor, and you understand how compensation, governance, and disclosure change as a company prepares for an IPO.
• You're creative. You find workable solutions and recognize when a rigid solution isn’t right.
• You have extremely high attention to detail and can intuitively spot when numbers feel off.
• You bring strong analytical and financial acumen, including experience with compensation 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 have 5+ years of people leadership experience. You develop a small team, coach them toward more strategic work, and lead through change.
• You apply first-principles thinking, sound judgment, and disciplined execution in ambiguous situations—and handle sensitive information with discretion.
• 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.
• Redesign the company’s equity strategy and employee experience, including options versus RSUs, refresh programs, and communications.
• 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 own the redesign of executive compensation and equity from strategy through rollout, not inherit a finished program to maintain.
• You'd report to the Head of People and present directly to the Compensation Committee, with outside executive compensation counsel alongside you.
• You'd build the function with a lean team, so you'll have real latitude and stay close to the work.
• You'd shape how every Babylist employee understands and experiences their pay and equity.

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

Recorded Interviews.Babylist uses an interview recording tool to record and transcribe interviews for evaluation purposes in accordance with applicable privacy laws. By participating in an interview, you consent to this recording and transcription.

Interview Integrity.AI is part of how we work at Babylist. We expect you to use it too. Your application and interviews should still reflect you and your own thinking. We'll tell you when AI is encouraged. Misrepresentation at any stage may result in removal from consideration for this and future roles.

How We Review ApplicationsWe use AI throughout our hiring process to help review, screen, and assess applications. These tools support our team's review; they do not replace it, and every hiring decision is made by a person.

Connections at Babylist.If you have a family member or close personal relationship with a current Babylist employee, please let your recruiter know. This helps us keep our process fair and transparent for everyone.

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Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey.Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiringprocess or thereafter. Any information that you do provide will be recorded and maintained in aconfidential file.

As set forth in Babylist’s Equal Employment Opportunity policy,we do not discriminate on the basis of any protected group status under any applicable law.

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection.As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measurethe effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categoriesis as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.