Senior Compensation Partner, NA

Vantagedc; Denver (CO); On-site; USD 140,000 - 190,000; Full time

Job summary

Vantage is seeking a Senior Compensation Partner for North America to own compensation strategy and execution. You will partner with senior People & Culture leaders to design programs, manage pay equity, and ensure regulatory compliance.

Leading complex initiatives end-to-end, you will influence executive decision-making and own the NA compensation review cycle, including merit and bonus programs, with strong governance and data-driven insights.

Qualifications

• Bachelor's degree in HR, Finance, Accounting, Data Analytics, or related field.
• 10+ years of progressive experience in compensation, total rewards, HR, Finance, or data analytics.
• Strong knowledge of U.S. and Canada compensation regulations and pay equity requirements.
• Experience owning compensation programs or regional scope, including market pricing and annual cycles.

Responsibilities

• Act as the primary compensation partner for North America for strategy, design, and decision-making.
• Oversee salary survey participation and benchmarking strategy for North America.
• Own design, governance, and optimization of regional pay structures, ranges, and incentive programs.
• Lead North America's annual compensation review cycle with HRIS and Finance.

Education

Bachelor's degree in Human Resources, Finance, Accounting, Data Analytics, or a related field (or equivalent professional experience)

Tools

Workday HCM

Advanced Compensation module

Job description

About Vantage

Vantage powers, cools, protects and connects the technology of the world's well-known hyperscalers, cloud providers and large enterprises. Developing and operating across North America, EMEA and Asia Pacific, Vantage has evolved data center design in innovative ways to deliver dramatic gains in reliability, efficiency and sustainability in flexible environments that can scale as quickly as the market demands.

Position Overview

The Senior Compensation Partner, North America serves as a senior individual contributor and strategic advisor responsible for owning and shaping compensation strategy and execution across the North America region. Reporting to the Vice President, Total Rewards, Global, this role partners closely with executive and senior People & Culture leaders to ensure compensation programs attract, retain, and motivate top talent while supporting business growth, pay equity, and regulatory compliance.

This role represents a step beyond analytical execution-owning regional compensation outcomes, influencing decision-making at the senior leadership level, and leading complex initiatives end-to-end.

Essential Job Functions

Strategic Business Partnership:

Act as the primary compensation partner for North America, advising senior People & Culture leaders and business stakeholders on compensation strategy, design, and decision‑making.

Market Analysis & Benchmarking:

Oversee salary survey participation and benchmarking strategy for North America, ensuring the use of high-quality, market‑relevant data.

Interpret market data and internal analytics to inform leadership decisions on pay positioning, structure adjustments, and workforce planning.

Evaluate and recommend external data providers and tools to strengthen market insight and decision quality.

Compensation Strategy & Program Management:

Own the design, governance, and ongoing optimization of regional compensation structures, pay ranges, and incentive programs.

Lead North America's annual compensation review cycle (merit and bonus) in partnership with HRIS and Finance, ensuring accuracy, consistency, and strong controls within Workday.

Serve as a subject matter expert on pay‑for‑performance philosophy and program application.

Offer Strategy & Workforce Decisions:

Provide senior‑level guidance on complex and executive offers, promotions, and exceptions using market data, internal parity, and equity considerations.

Partner with Talent Acquisition and business leaders to ensure offer decisions align with compensation philosophy, internal architecture, and long‑term talent strategy.

Compliance, Governance, & Pay Transparency:

Ensure North America compensation programs comply with applicable federal, state/provincial, and local regulations.

Support pay transparency initiatives by establishing clear, repeatable, and auditable practices.

Contribute to executive‑level reporting and insights on compensation trends, risks, and outcomes.

Influence, Communication, & Enablement:

Develop and deliver materials that support leader and manager understanding of compensation philosophy, programs, and decision frameworks.

Coach People & Culture partners and leaders on effective compensation conversations and application.

Influence without authority, balancing advocacy with partnership across a complex, fast‑growing organization.

Additional Duties:

Handle additional duties as assigned by Management.

Job Requirements

Education:

• Bachelor's degree in Human Resources, Finance, Accounting, Data Analytics, or a related field (or equivalent professional experience).

Experience:

• 10+ years of progressive experience in compensation, total rewards, human resources, finance, or data analytics.
• CCP certification preferred, but not required
• Demonstrated experience owning compensation programs or regional scope, including market pricing, annual cycles, and complex offer support.
• Strong working knowledge of U.S. and Canada compensation regulations and pay equity requirements.
• Hands‑on experience with Workday HCM; Advanced Compensation module strongly preferred.
• Experience supporting a high‑growth and/or global organization preferred.
• Data center, infrastructure, or capital‑intensive industry experience preferred but not required.

Skills:

• Strong consultative and influencing skills with senior leaders.
• Advanced analytical capability with the ability to translate data into clear, actionable insights.
• Above‑average Excel skills (PivotTables, lookups, scenario modeling, financial analysis).
• High degree of judgment and discretion in handling sensitive and confidential information.
• Exceptional attention to detail paired with a strategic, big‑picture mindset.
• Abilit