Strategic Compensation Partner for Senior Leaders

Menlo Park (CA)

On-site

USD 230,000 - 293,000

Full time

46 hours ago

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Job summary

Meta seeks an experienced Compensation Business Partner to serve as a strategic advisor to senior leaders across Cross-Meta Foundations, blending compensation strategy with organizational design to drive enterprise-wide total rewards.

You will influence VP+ stakeholders, shape compensation philosophy, and lead high-priority initiatives beyond the standard cycle while partnering with HRBPs, Recruiting, Finance, Legal, and People Analytics.

Qualifications

10+ years of experience in compensation, total rewards, or HR with deep compensation specialization.
Experience operating as a strategic partner to VP+ leaders in highly matrixed, global technology organizations.
Demonstrated expertise in designing and implementing compensation programs at scale (10,000+ employee populations).
Experience leveraging data, market surveys, and modeling to drive compensation decisions.
Experience managing compensation through organizational change (reorgs, M&A, workforce transformations).
Proven ability to influence and build consensus across multiple senior stakeholders with competing priorities.
Demonstrated ability to lead ambiguous, self-directed projects from problem definition through implementation, without a predefined brief or established playbook.

Responsibilities

Serve as the primary compensation strategic advisor to VP+ leaders and their HR Business Partners across assigned pillars, translating business priorities into actionable total rewards strategies.
Design, develop, and champion enterprise-wide compensation frameworks, philosophies, and programs that align with Meta's talent strategy and support organizational growth and transformation.
Lead cross-functional compensation initiatives end-to-end for supported organizations, including market competitiveness reviews, organizational redesigns with comp implications, new business area comp design.
Partner with HRBPs, Recruiting, Finance, Legal, and People Analytics to develop integrated talent and compensation solutions that drive business outcomes.
Provide thought leadership on emerging compensation trends and proactively recommend changes to Meta's approach.
Partner with Compensation leadership on enterprise initiatives that sit outside assigned pillars, owning them from problem framing through recommendation and rollout.
Drive the annual compensation planning cycle for supported organizations.
Build and leverage data-driven insights to inform compensation strategy and measure program effectiveness.
Advise on complex, high-stakes individual compensation decisions with sound judgment and risk assessment.
Influence and align senior leadership on compensation trade-offs, ensuring decisions are fair and defensible across the enterprise.