Senior Global Compensation Partner

Seismic; United States; Hybrid; USD 180,000 - 280,000; Full time

Job summary

Seismic seeks a Senior Global Compensation Partner to guide pay strategy and execution across NA, Europe, and APAC. You’ll model job pricing, run merit cycles, and advise HR and business leaders on complex pay decisions.

You’ll use frontier AI tools to transform processes, while partnering with recruitment, TA, and total rewards to ensure competitive offers and equity programs across markets.

Qualifications

• 8+ years of compensation experience, ideally at a high-growth SaaS or technology company.
• Experience running an annual merit cycle end to end, with communications and execution.
• Global benchmarking and salary structures across multiple countries; Radford a plus.
• Advising HR Business Partners and leaders on complex pay decisions.
• Experience with equity compensation programs.

Responsibilities

• Own the execution of the global annual merit cycle from start to finish.
• Partner with HR Business Partners on organization changes and complex cases.
• Collaborate with Talent Acquisition on offers and pay ranges.
• Lead global benchmarking and job pricing across eight countries.

Skills

Global compensation

Merit cycle management

Benchmarking across countries

Equity compensation

Advanced Excel

Python/SQL familiarity

Education

Bachelor's degree in HR/Compensation

Tools

Payscale

ADP

Radford

Job description

Overview

Compensation is one of the most powerful tools a company has. Done well, it pays people to do the work that makes the company exceptional, and it shares the upside with them when they do. As a Senior Global Compensation Partner at Seismic, you'll be a trusted advisor to our HR Business Partners, Talent Acquisition team and business leaders on their most complex pay questions, across North America (United States, Canada), Europe (United Kingdom, Germany, France) and Asia-Pacific (Australia, China, India). You'll also own the execution of our annual merit cycle, the moment each year when pay for performance becomes real for every employee. This is an individual contributor role reporting to the Senior Director, Total Rewards.

We're looking for someone who wants to be at the forefront of compensation. You'll use frontier AI models to rethink how the work gets done from first principles: pricing every job against the market in hours, modeling a program change across 1,700 employees in an afternoon, and building tools that didn't exist a year ago. If that sounds like the work you've been waiting for, we want to meet you.

Who you are:

• 8+ years of compensation experience, ideally at a high-growth SaaS or technology company.
• Experience running an annual merit cycle end to end, from system configuration through communications, training and execution.
• Deep experience with global benchmarking, job pricing and salary structures across multiple countries. Radford experience is a plus.
• A record of advising HR Business Partners, Talent Partners and business leaders on complex pay decisions.
• Experience with equity compensation programs.
• Experience integrating compensation after an acquisition is a plus.
• Hands-on use of frontier AI models, including tools you've built that other people use. You're energized by how fast the field is moving.
• First-principles thinking and strong independent judgement on complex problems with many variables.
• Advanced Excel and modeling skills. Python, SQL or a similar tool is a plus.
• The ability to persuade leaders beyond your own area.
• A high bar for your own work, and discretion with confidential data.
• We are targeting candidates based near our San Diego, Seattle, or Boston offices, though we may consider remote candidates on a case-by-case basis.

What you'll be doing:

• Own the execution of our global annual merit cycle from start to finish. Working within the merit guidelines and budget set by Total Rewards leadership, you'll configure the cycle in Payscale, write the manager communications and training, run calibration with HR Business Partners, and land final results in payroll through ADP. Then you'll measure how it went and recommend how to improve next year's cycle.
• Partner with HR Business Partners on organization changes, promotions and complex individual cases, and bring a clear recommendation.
• Partner with Talent Acquisition on competitive offers, hard-to-fill roles and the pay ranges on our job postings.
• Lead global benchmarking and job pricing across our eight countries, and choose the right market data for each.
• Lead critical role analysis: identify the roles that matter most to our growth, test how we pay them against the market, and recommend where to invest.
• Lead how employees from acquired companies move onto Seismic's level structure and pay programs as we grow through M&A.
• Support our equity programs, from modeling through rollout.
• Build with frontier AI models to do work at a scale and speed that wasn't possible before, and share what you build with the team.
• Take on complex problems with many variables. Go back to first principles, choose the method and bring a recommendation.

What we have for you:

At Seismic,we’recommitted to providing benefits andperksfor thewhole self. To exploreourbenefits available in each country, please visit theGlobal Benefits page.

Seismic is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to gender, age, race, religion, or any other classification which is protected by applicable law.

We are committed to fair and equitable compensation practices.Seismic's annual base salary range for this position will vary based on applicant's location, experience, job level, skills, and abilities as well as internal equity and alignment market data. The range listed below is the minimum to the maximum of our target hiring range. Seismic's salary range for this position is: - This position is also eligible to participate in Seismic's incentive plans in addition to base salary. The actual incentive amount will very and will be subject to the terms and conditions set in the applicable incentive plan.

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