Sr. Manager, Compensation Analytics & Intelligence

Visa Hunt; United States; On-site; USD 217,800 - 299,550; Full time

Job summary

Databricks is seeking a compensation analytics leader who will transform enterprise compensation data into actionable insights and tooling. You will drive AI-enabled strategies, partner with Finance on budgets and equity spend, and influence senior leaders on pay challenges with data governance at the core.

The role is hands-on, high impact, and requires data fluency, SQL, Excel, Tableau, and AI-informed analytics across global compensation practices.

Qualifications

• Data analytics skills to transform raw data into insights and tooling.

Responsibilities

• Own enterprise-wide compensation analytics including benchmarking & budgeting.

Skills

Data fluency

Excel

SQL

Tableau

AI for comp analytics

Tools

SQL

Tableau

Python

Excel

GSheets

Job description

Databricks is seeking a data‑driven compensation professional to lead our Compensation Analytics & Intelligence function. This role will provide centralized compensation analytics and intelligence to drive better, faster, and more consistent decision‑making through the effective use of data. This is a key role within the Compensation function at Databricks.

This is a builder’s role for someone who lives at the intersection of compensation, data, and strategy. You will transform enterprise‑wide compensation data into insights and operational tooling, serve as the function’s go‑to lead for AI and data strategy, and act as a trusted thought partner to senior leaders on the company’s most complex pay challenges — all while maintaining the highest standards for data governance, privacy, and security. In a talent market this dynamic, you will be the person who sees where the market is moving before it moves.

At Databricks, we don’t believe compensation is just a number; it’s a tool to recognize that every employee is an owner and a part of our success. We are looking for a team member who brings rigor, intelligence, and world‑class craft to that mission.

Scope of the role

This is a hands‑on, high‑impact role that will effectively cover the below areas and the anticipated time spent on each:

• Company‑wide program analytics (35%) — Own enterprise‑wide compensation analytics: the market benchmarking process, total comp budget forecasting, and the analytical backbone for major program decisions.
• AI & data strategy lead (25%) — Serve as the Compensation function’s lead on AI and data strategy.
• Partnership with Finance (20%) — Partner with Finance teams on cash compensation budgets and spend. Collaborate on equity budget and spend modeling in close partnership with the Exec & Equity comp lead.
• Competitive intelligence & QBR reporting (10%) — Track market trends and spikes/cool‑downs across cash, equity, and total rewards.
• Strategy & program design partnership (10%) — Provide thought partnership on major comp program design and company‑wide strategic problems.

What we look for

We’re looking for someone who has the following strengths:

Analytics

• Data fluency — This is the heart of the role. Exceptional analytical skills with a proven ability to transform raw, complex data into insights, tooling, and recommendations. You see the story in the numbers and build the systems that surface it.
• Know your tools — Advanced capabilities required in gSheets and Excel. Strong working fluency in SQL and experience with BI / analytics platforms (e.g., Tableau, AI/BI) strongly preferred; Python and hands‑on experience applying AI to comp analytics are a meaningful plus.
• Lead on AI — Genuine enthusiasm and sound judgment for how AI can responsibly transform compensation work, paired with a sharp instinct for data privacy, governance, and the downstream implications of how sensitive data is handled.

Comp expertise

• Know your craft — Solid foundation in job architecture, comp frameworks, market pricing, year‑end and mid‑year pay cycles, global compensation practices, and pay‑for‑performance design.
• Be rational — Ability to balance deep comp knowledge with business solutioning from a first‑principles viewpoint.

Operational & partnership excellence

• Build innovatively & scale effectively — Create frameworks and solutions that not only solve today’s issues but anticipate future needs.
• Operational capability — Connect the dots between systems, players, and programs to seamlessly deliver compensation analytics and tooling.
• Savvy collaborator & trusted advisor — Comfortable leading conversations with Finance and senior leadership, navigating at times competing priorities and opinions, and supporting sensitive, high‑stakes compensation decisions with sound judgment and data‑backed recommendations.

Pay Range Transparency

Databricks is committed to fair and equitable compensation practices. The pay range(s) for this role is listed below and represents the expected base salary range for non‑commissionable roles or on‑target earnings for commissionable roles. Actual compensation packages may also include eligibility for annual performance bonus, equity, and the benefits listed above. The full width of the range is anticipated to be utilized.

• Zone 1: $217,800 – $299,550 USD
• Zone 2: $196,100 – $269,600 USD
• Zone 3: $185,200 – $254,650 USD
• Zone 4: $174,200 – $239,600 USD

To find out which range applies to your location visit our page here.

At Databricks, we strive to provide comprehensive benefits and perks that meet the needs of all our employees. For specific details on the benefits offered in your region click here.

Our Commitment to Diversity and Inclusion

At Databricks, we are committed to fostering a diverse and inclusive culture where everyone can excel. We take great care to ensure that our hiring practices are inclusive and meet equal employment opportunity standards. Individuals looking for employment at Databricks are considered without regard to age, color, disability, ethnicity, family or marital status, gender identity or expression, language, national origin, physical and mental ability, political affiliation, race, religion, sexual orientation, socio‑economic status, veteran status, and other protected characteristics.

Compliance

If access to export‑controlled technology or source code is required for performance of job duties, it is within Employer’s discretion whether to apply for a U.S. government license for such positions, and Employer may decline to proceed with an applicant on this basis alone.