Associate Compensation Business Partner, G&A
New
Based in the United StatesFull-TimeMiddle
Salary$92,000 to $127,000 USD
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Job Details
- Experience
- 3+ years
- Required Skills
- Data AnalysisMicrosoft ExcelPowerPoint
Requirements
- Bachelor’s degree in Human Resources, Business Administration, Finance, Economics, or a related field is preferred.
- 3+ years of progressive experience in compensation, ideally supporting G&A or corporate functions in a fast-paced environment.
- Strong knowledge of compensation principles, pay structures, job evaluation methodologies, and market benchmarking practices.
- Proven ability to analyze complex datasets and translate findings into actionable insights and recommendations.
- Experience supporting compensation cycles such as hiring offers, promotions, equity reviews, and annual planning processes.
- Strong proficiency in data analysis tools and presentation software (e.g., Excel, PowerPoint, or similar BI tools).
- Excellent communication skills with the ability to influence and advise HR and business stakeholders effectively.
- Strong attention to detail, analytical thinking, and ability to manage multiple priorities in a dynamic environment.
- Experience working in tech, SaaS, or high-growth organizations is a plus.
Responsibilities
- Serve as the primary compensation partner for G&A functions, supporting HRBPs, recruiting teams, and business leaders with compensation guidance and insights.
- Design, implement, and support broad-based compensation programs aligned with market trends, internal equity, and pay-for-performance principles.
- Analyze compensation and workforce data to identify trends, generate insights, and present recommendations through dashboards, reports, and executive-level presentations.
- Support compensation activities including new hire offers, promotions, transfers, performance calibrations, and international or contractor compensation reviews.
- Conduct regular market benchmarking and job evaluations to ensure competitive and internally consistent salary structures.
- Partner with stakeholders to continuously improve compensation frameworks, job architecture, and leveling methodologies.
- Contribute to the ongoing monitoring and optimization of compensation programs to ensure alignment with evolving business needs.
- Collaborate with HRBPs and business leaders to provide data-backed guidance that supports hiring, retention, and talent development strategies.
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