Senior Compensation Partner - Hybrid & Equity

Ladders; San Mateo (CA); Hybrid; USD 209,000 - 245,000; Full time

Benefits offered by this job

Equity compensation

Flexible schedule

Health benefits

Job summary

Ladders in San Mateo, CA is seeking a Senior Compensation Business Partner to advise recruiting leaders on pay decisions and shape compensation programs that attract, retain, and grow top talent. You will translate complex pay decisions into clear recommendations aligned with business priorities.

You will partner across the business on offers, promotions, job architecture, and leveling, ensuring competitive and equitable pay practices while benchmarking against market standards.

Qualifications

• Bachelor's degree or equivalent experience with 8+ years in corporate or consulting compensation, preferably in tech

Responsibilities

• Serve as the primary compensation partner for recruiting teams and business leaders
• Develop compensation strategies to attract and retain top talent
• Advise on compensation-related activities including new hire offers and promotions
• Monitor and analyze current compensation programs for alignment with strategic priorities
• Conduct annual benchmarking of jobs to ensure competitive compensation packages
• Implement ongoing compensation programs and provide insights for decision-making
• Review job architecture and leveling to support hiring and career growth

Skills

Compensation fundamentals

Job matching

Market pricing

Sales compensation design

Data analysis

Industry trends

Cross-functional collaboration

Communication skills

Education

Bachelor's degree or equivalent experience in compensation

Job description

Ladders in San Mateo, CA is seeking a Senior Compensation Business Partner to advise recruiting leaders on pay decisions and shape compensation programs that attract, retain, and grow top talent. You will translate complex pay decisions into clear recommendations aligned with business priorities.

You will partner across the business on offers, promotions, job architecture, and leveling, ensuring competitive and equitable pay practices while benchmarking against market standards.