Sr. Compensation Partner

OpenKrill; United States; Remote; USD 120,000 - 160,000; Full time

Benefits offered by this job

Medical benefits

401(k) Match

Flexible PTO

Life Insurance

Job summary

OpenLoop is seeking a Sr. Compensation Partner to lead core compensation work, including benchmarking, job architecture, and modeling for assigned groups. You will partner with People, Finance, Legal and business leaders to ensure data-driven and well-modeled compensation decisions.

This role is remote-friendly within the United States, with core hours in Central Time, requiring hands-on ownership of compensation cycles and equity considerations across the org.

Qualifications

• Total rewards leadership experience owning both compensation and benefits.
• Experience in a high-growth company.
• Track record of building or overhauling job architecture, leveling, and salary structures.
• Hands-on experience administering private-company equity.

Responsibilities

• Advise recruiters, people partners, and managers on offers, promotions, and pay questions.
• Own market benchmarking with Radford and comparable survey tools.
• Maintain and extend job architecture, leveling, and salary ranges.
• Run key workstreams of the annual comp cycle from budgeting to rollout.
• Build financial and comp models, dashboards, and analyses with clear recommendations.
• Support equity program decisions with modeling and grant sizing.

Skills

Total rewards leadership

High-growth experience

Strong communication

Excel/Sheets modeling

Remote collaboration

Tools

Radford survey tools

Mercer surveys

Pave

Job description

ABOUT OPENLOOP

OpenLoop was co-founded by CEO, Dr. Jon Lensing, and COO, Christian Williams, with the vision to bring care anywhere. Our telehealth support solutions are thoughtfully designed to streamline and simplify go-to-market care delivery for companies offering meaningful virtual support to patients across an expansive array of specialties, in all 50 states.

About the Role

OpenLoop is hiring a Sr. Compensation Partner to support our compensation function day to day. This is a hands‑on role, owning core compensation work, from analysis through delivery, including benchmarking, job architecture, comp cycles, and modeling for groups you support. You’ll partner with People, Finance, Legal and business leaders to make sure comp decisions are data‑driven, well‑modeled, and easy to explain

What You’ll Do

• Act as the go‑to compensation partner for assigned groups, advising recruiters, people partners, and managers on offers, promotions, and pay questions.
• Own market benchmarking with Radford and/or comparable survey tools for the groups you support, including pricing new, ambiguous, or non‑standard roles.
• Maintain and extend job architecture, including job families, leveling, and salary ranges, within the framework set by Total Rewards leadership. Build new structures where gaps exist.
• Run key workstreams of the annual comp cycle, from data prep and budget modeling through manager support, execution, and rollout.
• Build financial and comp models, dashboards, and analyses that lead to clear recommendations.
• Provide modeling and grant‑sizing analysis to support equity program decisions.
• Help harmonize compensation across corporate and subsidiary populations.
• Plan and track your projects with clear milestones, and flag risks early.
• Recommend process improvements and help evaluate and implement comp planning tools.
• Other duties as assigned.

Who You Are

• Total rewards leadership experience owning both compensation and benefits.
• Experience in a high‑growth company.
• A track record of building or overhauling job architecture, leveling, and salary structures.
• Hands‑on experience administering private‑company equity.
• Working knowledge of benefits and pay compliance: ERISA, ACA, COBRA, HIPAA, FLSA, and state pay transparency laws.
• Strong modeling skills in Excel or Google Sheets, plus experience with compensation survey data (e.g., Radford, Mercer, Pave, or comparable).
• Clear communicator who can explain trade‑offs to partners, leaders, and make complex programs clear for employees.
• Comfortable working remotely with core collaboration hours in Central Time.

Preferred

• Total rewards experience in healthcare, telehealth, or healthcare services.
• Experience integrating compensation and benefits after an acquisition.
• Experience with Rippling, Workday, Ashby, Carta, and Pave (or similar HRIS, ATS, equity and compensation planning platforms).
• CCP, CBP, or CECP certification.
• Experience using AI tools to automate compensation and benefits workflows.

OUR BENEFITS

• Medical, Dental, and Vision plans
• Flexible Spending/Health Savings Accounts
• Flexible PTO
• 401(k) + Company Match
• Life Insurance, Pet insurance, and more

OUR COMPANY

We have a relatively flat organizational structure here at OpenLoop. Everyone is encouraged to bring ideas to the table and make things happen. This fits in well with our core values of Autonomy, Competence and Belonging, as we want everyone to feel empowered and supported to do their best work.

Sound like a good fit? We’d love to meet you.