Sr Compensation Business Partner

Intuitive; Peachtree Corners (GA); On-site; USD 130,000 - 175,000; Full time

Job summary

Intuitive is seeking a Sr Compensation Partner to join the Global Compensation team. You will translate business priorities into market-informed compensation strategies for global client groups and collaborate with HR and business leaders.

You will help design salary structures, equity programs, and executive compensation while guiding governance and policy decisions, mentoring colleagues, and responsibly leveraging AI-enabled tools in your work.

Qualifications

• Senior compensation professional with global scope experience.
• Ability to translate business priorities into market-informed compensation solutions.
• Strong advisory capabilities to HR and senior leaders.

Responsibilities

• Develop deep understanding of Intuitive’s business models and talent priorities to create practical compensation solutions.
• Prepare executive-ready analyses and recommendations with clearly framed tradeoffs.
• Design and scale base pay, equity, and incentive programs for enterprise needs.
• Serve as a credible advisor to HR and business leaders across client groups.
• Monitor market practices and advise on compensation elements like offers, promotions, and structure.
• Evaluate base pay, variable pay, and equity designs for alignment with guidelines and policy guardrails.
• Provide timely support on emerging business needs and scalable approaches.
• Use AI-enabled tools with governance and human review to improve analysis and deliverables.
• Coach and mentor Compensation team members on best practices.

Skills

Compensation strategy

Executive communication

Market analytics

Governance & policy

Tools

AI-enabled tools

Job description

Job Description

Primary Function of Position:

This position is a senior member of the Compensation Business Partner team, reporting to the Director, Global Compensation. The Sr Compensation Partner serves as a trusted advisor to HR and business leaders, translating business priorities into practical, market-informed compensation strategies and solutions for assigned global client groups, currently including Manufacturing, Future Forward, and the Chief Medical Office. This role requires a deep understanding of each organization’s business model, talent strategy, and workforce needs, with the ability to apply compensation philosophy, market intelligence, internal equity, and governance principles to support sound decision-making.

This position will also contribute to compensation program development, which includes annual salary structure design, compensation planning, equity programs, executive compensation, and other enterprise compensation initiatives. In partnership with HR business leaders and partners, this role will communicate, train, and deliver compensation programs to aligned client groups. The incumbent will lead and consult on complex HR and Compensation-related projects, develop executive-ready recommendations, frame tradeoffs, and influence leaders at all levels. As an active member of the corporate compensation team, this individual will provide support, mentorship, and guidance to other team members as well.

Roles & Responsibilities:

• Develop a deep understanding of Intuitive’s business models, talent priorities, and workforce strategies to develop practical, business-aligned compensation solutions that support talent attraction, retention, performance, and internal equity
• Develop executive-ready analysis, recommendations, and decision support materials that clearly frame business context, compensation considerations, risks, tradeoffs, and recommended actions
• Design, enhance, and scale compensation programs, processes, tools, and frameworks that address complex business needs and improve enterprise scalability
• Serve as a credible Compensation advisor, influencing and advising HR and business leaders across assigned client groups
• Monitor emerging compensation trends and market practices to provide expert consulting on base salary, variable pay, equity, retention, offers, promotions, and organizational design decisions
• Evaluate current and proposed base pay, variable pay, and equity program design for alignment to established guidelines, compensation philosophy, job architecture, market data, internal equity, and policy guardrails
• Provide timely, consultative support on emerging business needs and develop scalable approaches where recurring needs are identified
• Use approved AI-enabled tools responsibly to improve compensation analysis, workflow efficiency, communications, and executive-ready deliverables while maintaining human review, data privacy, confidentiality, and sound business judgment
• Coach and mentor Compensation team members by sharing methodologies, best practices, and practical guidance on complex compensation matters