This role is responsible for designing and running the enterprise GTM architecture across RevOps, sales performance, and cross-functional execution, ensuring Scale's largest and most strategic accounts are engaged with rigor, consistency, and impact.

The GTM Architect will bring a strong point of view on how Scale engages enterprise accounts, how performance is measured, and how teams operate day-to-day to drive predictable growth. Over time, this role will have the opportunity to build and lead a GTM / RevOps team.

Responsibilities:

• Own and evolve Scale's enterprise GTM operating model, including account engagement strategy, funnel design, and sales execution standards

• Design and manage the enterprise RevOps systems stack (e.g., CRM, forecasting, reporting, planning tools) to support scalable growth

• Define, track, and operationalize core enterprise GTM metrics across pipeline health, deal velocity, forecast accuracy, and rep productivity

• Establish and run sales operating cadences including pipeline reviews, forecast calls, QBRs, and performance reviews

• Partner with Sales Leadership and Finance to design, implement, and maintain enterprise sales compensation plans, including quota governance and attainment reporting

• Build executive-level dashboards and reporting to support GTM decision-making and leadership visibility

• Serve as a strategic thought partner to Enterprise Sales leaders, bringing a strong opinion on how accounts should be covered, prioritized, and engaged

• Act as the connective tissue across Sales, Marketing, Finance, Product, and Solutions Engineering for enterprise GTM planning and execution

• Support annual and quarterly planning efforts including territory design, capacity modeling, headcount planning, and quota setting

• Ensure data integrity, process clarity, and operational discipline across all enterprise GTM motions

Ideally, You Will Have:

• 8–12+ years of experience in RevOps, Sales Ops, or GTM Strategy roles, with deep exposure to enterprise sales environments

• Experience supporting complex, multi-stakeholder enterprise sales motions in high-growth B2B SaaS or platform companies

• Proven ownership of sales systems, forecasting, and performance measurement at scale

• Hands-on experience designing and managing enterprise sales compensation plans and reporting

• Strong understanding of enterprise GTM metrics, planning cycles, and operating cadences

• A clear point of view on how enterprise accounts should be engaged and how to operationalize that engagement at scale

• Comfort influencing senior sales leaders and executives without direct authority

• Excellent written and verbal communication skills, including experience building executive-level materials and dashboards

• Strong command of GTM systems and tools (e.g., Salesforce, Clari, planning and reporting tools)

• High attention to detail paired with the ability to operate at a strategic altitude

• Demonstrated ability to operate as a senior IC with the ambition and capability to build and lead a team over time

• Technical curiosity or experience working alongside technical products and teams; familiarity with AI, ML, or data platforms is a plus

Compensation packages at Scale for eligible roles include base salary, equity, and benefits. The range displayed on each job posting reflects the minimum and maximum target for new hire salaries for the position, determined by work location and additional factors, including job-related skills, experience, interview performance, and relevant education or training. Scale employees in eligible roles are also granted equity based compensation, subject to Board of Director approval. Your recruiter can share more about the specific salary range for your preferred location during the hiring process, and confirm whether the hired role will be eligible for equity grant. You’ll also receive benefits including, but not limited to: Comprehensive health, dental and vision coverage, retirement benefits, a learning and development stipend, and generous PTO. Additionally, this role may be eligible for additional benefits such as a commuter stipend.

Please reference the job posting's subtitle for where this position will be located. For pay transparency purposes, the base salary range for this full-time position in the locations of San Francisco, New York, Seattle is: $176,000-$220,000 USD

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Strategic importance: You'll be a key contributor to our compliance initiative , our framework for managing payroll tax obligations across US & Canada. You'll also be part of the team driving AI adoption within payroll: we're actively building out how AI tools can improve reconciliation accuracy, error detection, and reporting workflows. This isn't a future initiative , it's happening now.

Responsibilities:

• US Payroll Operations
• Own full-cycle payroll processing for all US entities , multi-state, multi-frequency, exempt and non-exempt populations
• Process complex equity compensation including RSUs, ISOs, and NSOs, ensuring accurate tax withholding and timely reporting
• Manage high-volume payments: bonuses, commissions, severance, and equity events
• Oversee quarter-end, W-2 preparation, year-end reconciliations, and resolution of federal and state tax notices
• Maintain and continuously improve Workday payroll configuration , identify automation opportunities and lead optimization initiatives

• Canada Payroll Management
• Oversee Canada payroll operations in partnership with our PwC Global Payroll Platform, developing expertise in CRA compliance, T4s, Records of Employment, and multi-province processing
• Partner with our international payroll team to ensure Canada stays integrated into our global compliance posture
• Build out Canada payroll SOPs as the function matures

• Team Leadership & Development
• Manage and develop 1–2 direct reports on the US payroll team , set clear expectations, provide regular feedback, and invest in their growth
• Build a team culture of accuracy, accountability, and continuous improvement
• Serve as the escalation point for complex payroll issues and employee inquiries

• Cross-Functional Partnership & Compliance
• Partner with Corporate Accounting on payroll journal entries, accruals, and month-end close
• Work closely with Tax, Benefits, People Systems, and Employment Legal to ensure data integrity and compliance
• Support audit readiness and internal & systems controls

• AI Adoption & Process Improvement
• Champion the use of AI tools within the payroll function , identify high-value use cases for reconciliation, anomaly detection, and reporting
• Lead or support process improvement projects that reduce manual effort, increase accuracy, and improve the employee payroll experience
• Document processes, build SOPs, and contribute to the team's knowledge infrastructure

Requirements:

• 8+ years of payroll experience, with at least 3 years in a senior or manager-level role owning US multi-state payroll end-to-end
• Hold a CPP (Certified Payroll Professional) certification
• Direct people management experience , you've managed at least one FTE directly, not just contractors or mentorship relationships
• Strong Workday experience , payroll module preferred; HCM with direct payroll involvement and a clear path to Workday Payroll ownership is considered
• Deep familiarity with equity compensation processing (RSUs, ISOs, NSOs) and the tax implications at both federal and state levels
• Demonstrated ability to thrive in fast-moving, ambiguous environments , you build structure where none exists and don't wait for someone to hand you a playbook
• Strong cross-functional instincts , you know how to build trust quickly, influence without authority, and communicate clearly across Finance, HR, Legal, and beyond

Preferred qualifications:

• Canada payroll experience , even introductory exposure is valued; willingness to learn and grow into the function matters more than deep expertise on day one
• Experimented with AI or automation tools to improve payroll workflows (reconciliation, error detection, reporting)
• Been part of a Workday payroll implementation or major system migration
• Worked at a company that scaled rapidly , from 500 to 2,000+ employees , and built payroll infrastructure to match
• Experience in or exposure to IPO readiness, SOX compliance, or building financial controls from scratch

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Responsibilities: Perform quantitative analyses to assist Leadership with key projects Conduct market benchmarking to determine pay targets and support business growth Contribute to the research, design, and delivery of compensation programs Support international expansion and M&A initiatives Collaborate with the Recruiting team on offer escalations and process optimization Develop and maintain tools to enhance efficiency of programs Build and integrate AI into Comp workflows Drive clarity, transparency, and understanding of compensation at Scale

Requirements: 6+ years experience on Compensation teams Experience with compensation programs, benchmarking, and market pricing. Experience with Radford and Pave is a plus. Ability to analyze large datasets and draw actionable insights Comfort working in a ultra fast paced environment Eagerness to build, learn, and grow

Nice to haves: Understanding of international compensation practices and regulatory environments Experience with pre-IPO equity programs Familiarity with AI tools (if not, we will teach you!)

Compensation packages at Scale for eligible roles include base salary, equity, and benefits. The range displayed on each job posting reflects the minimum and maximum target for new hire salaries for the position, determined by work location and additional factors, including job-related skills, experience, interview performance, and relevant education or training.

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At Gusto, we're on a mission to grow the small business economy. We handle the hard stuff , payroll, health insurance, 401(k)s, and HR , so owners can focus on their craft and their customers.

With teams in Denver, San Francisco, and New York, we support more than 400,000 small businesses nationwide and are building a workplace that reflects the people we serve.

All full-time employees receive competitive base pay, benefits, and equity (RSUs) , because everyone who helps build Gusto should share in its success. Offer amounts are determined by role, level, and location. Learn more about our Total Rewards philosophy.

AI is a fundamental part of how work gets done at Gusto. We expect all team members to actively engage with AI tools relevant to their role and grow their fluency as the technology evolves. AI experience requirements vary by role and will be assessed during the interview process.

About the Role: The Senior Compensation Partner is a core member of Gusto's People team, responsible for building and scaling the compensation programs that help us attract, retain, and reward top talent. This role exists to bring rigor, fairness, and strategic clarity to how Gusto thinks about pay , operating at the intersection of data, policy, and people.

Operating with a systems-first, AI-aware mindset, the Senior Compensation Partner uses automation, scalable workflows, and well-designed tooling to improve decision quality, ensure compliance, and reduce reliance on manual, one-off analysis. This role partners closely with HR Business Partners, Finance, Legal, and business leaders to ensure our compensation programs are grounded in market reality and aligned to our values.

Success in this role is measured by the quality and fairness of compensation decisions, the scalability and reliability of our programs, and the degree to which the organization can operate with confidence , without constant intervention or heroics.

Gusto's compensation function, built on first-principles thinking, is at an inflection point , scaling from early foundations to a mature, high-trust operation. You'll have real ownership to shape how we design and deliver compensation as the company grows.

Here’s what you’ll do day-to-day:

• Develop, implement, and communicate Gusto's compensation programs, policies, and procedures, ensuring internal equity, external competitiveness, and alignment with business strategy.

• Partner with and influence key stakeholders , including HRBPs, Finance, and senior leadership , to translate compensation philosophy into clear, actionable programs.

• Lead annual compensation cycles (merit, equity refresh, benchmarking) and own the end-to-end process from data collection through communication.

• Perform market analyses and compensation studies using survey data (e.g., Radford/Aon, Mercer, Pave) to recommend pay ranges, job levels, and offer positioning.

• Use AI tools and automation thoughtfully to accelerate analysis, synthesize benchmarking data, and reduce planning and reporting load , while maintaining sound judgment around data quality and decision guardrails.

• Design and maintain scalable compensation workflows and tooling , automating recurring analyses, audit processes, and reporting so programs run reliably without manual intervention.

• Build and maintain compensation dashboards and data visualizations that give leaders real-time insight into pay equity, market positioning, and budget utilization.

• Craft competitive, compelling offers to attract top-tier talent, and build playbooks to help recruiters and HRBPs communicate Gusto's total rewards story.

• Ensure ongoing compliance with federal, state, and local pay regulations , including pay transparency laws, FLSA classification standards, and emerging pay equity requirements , and proactively flag legislative changes.

• Partner with People Operations to integrate and optimize HRIS and compensation tools, ensuring data accuracy and system scalability as the company grows.

Here’s what we're looking for:

• 8+ years of experience in Compensation, Total Rewards, People Operations, or a related analytical function , ideally in a high-growth technology environment.

• AI fluency: hands-on experience using AI tools or automation to accelerate analysis or synthesis, paired with strong judgment around trust and validation.

• Hands-on experience running compensation cycles (merit, equity, benchmarking) and building scalable programs from early-stage to maturity.

• Survey benchmarking fluency: direct experience with Radford/Aon, Mercer, or comparable compensation survey tools and methodologies.

• Systems-first orientation: experience building durable workflows, automating reports, or designing operating mechanisms that reduce recurring manual work.

• Strong analytical foundation: advanced spreadsheet skills (Excel, Google Sheets), comfort with data modeling, and experience building dashboards or visualizations that leaders actually use.

• Knowledge of compensation and employment law, including FLSA, pay transparency statutes, and pay equity frameworks , or foundational knowledge with a clear drive to build expertise.

• Clear, concise communicator who can translate complex pay data into narratives and recommendations for non-specialist audiences, including executives.

• Comfort operating at multiple altitudes , from hands-on analysis and modeling to advising leadership on compensation philosophy and strategy.

• High integrity and intellectual curiosity; someone who asks hard questions about fairness and market position, and isn't satisfied with the status quo.

• Background in Mathematics, Finance, Statistics, Economics, or a related quantitative field is preferred but not required.

Gusto offers competitive cash compensation, equity, and a comprehensive benefits package. Our cash compensation range for this role is $124,000 to $150,000 in Denver, and $152,000 to $185,000 in San Francisco and New York. Final offer amounts are determined by multiple factors, including candidate location, experience, and expertise. Gusto's Total Rewards philosophy is rooted in transparency, fairness, and the belief that people do their best work when they feel secure and valued. As a member of the compensation team, you'll have unique visibility into , and influence over , the programs that define that experience for every Gustie.

Gusto has physical office spaces in Denver, San Francisco, and New York City. Employees who are based in those locations will be expected to work from the office on designated days approximately 2-3 days per week (or more depending on role). The same office expectations apply to all Symmetry roles, Gusto's subsidiary, whose physical office is in Scottsdale. Note: The San Francisco office expectations encompass both the San Francisco and San Jose metro areas. When approved to work from a location other than a Gusto office, a secure, reliable, and consistent internet connection is required. This includes non-office days for hybrid employees.

Our customers come from all walks of life and so do we. We hire great people from a wide variety of backgrounds, not just because it's the right thing to do, but because it makes our company stronger. If you share our values and our enthusiasm for small businesses, you will find a home at Gusto. Gusto is proud to be an equal opportunity employer. We do not discriminate in hiring or any employment decision based on race, color, religion, national origin, age, sex (including pregnancy, childbirth, or related medical conditions), marital status, ancestry, physical or mental disability, genetic information, veteran status, gender identity or expression, sexual orientation, or other applicable legally protected characteristic.

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At Anduril, we're not just changing the game – we're redefining it. As a People Business Partner to our Engineering client groups, you will partner with leadership and teams from across the business to build a high-performing organization.

We are looking for a People Business Partner to join our People team in Washington, DC / Reston, VA. In this role, you will be responsible for thinking strategically and providing daily support across all levels of engineering teams. The role involves partnering with our engineering teams to enhance talent development and performance at all levels of the team.

Strategic Advisor: Serve as a strategic thought partner to business owners on people-related strategies and employee engagements Collaborate with senior leadership to build, develop, and execute people strategies through our next iteration of anticipated growth Coach and advise for best practices within the team Develop deep relationships and cultivate trust with all parts of the teams you're supporting

Employee Relations: Provides guidance and input on business unit restructures, workforce planning, and succession planning Provides HR policy guidance and interpretation Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention

Organizational Development: Autonomously lead the design, implementation, and iteration of new people programs, as well as assess and improve current people programs Help build and improve processes in a dynamic and high-growth phase Lead high-value talent calibrations and compensation planning Utilize people metrics to drive key insights and decisions around growth and retention Building data-drive and proactive processes to attract, grow, and retain our talent

Required Qualifications: 3+ years of HR Business Partner experience, preferably with engineering client groups Bachelor's degree or equivalent industry experience Experience across multiple HR/People channels such as compensation & benefits, compliance, employee relations, and learning and development Thrive in fast-paced, high-pressure, outcome-oriented environments Is a clear, empathetic, and effective communicator who understands differences in others and adjusts their approach accordingly Is an effective partner and coach to managers and leaders; delivers feedback and challenging information in a way that builds trust and collaboration Excellent interpersonal skills and a high level of emotional intelligence Data-driven and detail-oriented U.S. Person status is required as this position needs to access export-controlled data

US Salary Range $129,000-$171,000 USD The salary range for this role is an estimate based on a wide range of compensation factors, inclusive of base salary only. Actual salary offer may vary based on (but not limited to) work experience, education and/or training, critical skills, and/or business considerations. Highly competitive equity grants are included in the majority of full-time offers; and are considered part of Anduril's total compensation package. Additionally, Anduril offers top-tier benefits for full-time employees, including:

Healthcare Benefits US Roles: Comprehensive medical, dental, and vision plans at little to no cost to you. UK & AUS Roles: We cover full cost of medical insurance premiums for you and your dependents. IE Roles: We offer an annual contribution toward your private health insurance for you and your dependents.

Additional Benefits Income Protection: Anduril covers life and disability insurance for all employees. Generous time off: Highly competitive PTO plans with a holiday hiatus in December. Caregiver & Wellness Leave is available to care for family members, bond with a new baby, or address your own medical needs. Family Planning & Parenting Support: Coverage for fertility treatments (e.g., IVF, preservation), adoption, and gestational carriers, along with resources to support you and your partner from planning to parenting. Mental Health Resources: Access free mental health resources 24/7, including therapy and life coaching. Additional work-life services, such as legal and financial support, are also available. Professional Development: Annual reimbursement for professional development Commuter Benefits: Company-funded commuter benefits based on your region. Relocation Assistance: Available depending on role eligibility.

Retirement Savings Plan US Roles: Traditional 401(k), Roth, and after-tax (mega backdoor Roth) options. UK & IE Roles: Pension plan with employer match. AUS Roles: Superannuation plan. The recruiter assigned to this role can share more information about the specific compensation and benefit details associated with this role during the hiring process.

Protecting Yourself from Recruitment Scams Anduril is committed to maintaining the integrity of our Talent acquisition process and the security of our candidates. We've observed a rise in sophisticated phishing and fraudulent schemes where individuals impersonate Anduril representatives, luring job seekers with false interviews or job offers. These scammers often attempt to extract payment or sensitive personal information.

To ensure your safety and help you navigate your job search with confidence, please keep the following critical points in mind:

No Financial Requests: Anduril will never solicit payment or demand personal financial details (such as banking information, credit card numbers, or social security numbers) at any stage of our hiring process. Our legitimate recruitment is entirely free for candidates. Please always verify communications: Direct from Anduril: If you receive an email from one of our recruiters, it will only come from an @anduril.com address. Via Agency Partner: If contacted by a recruiting agency for an Anduril role, their email will clearly identify their agency. If you suspect any suspicious activity, please verify the agency's authenticity by reaching out to contact@anduril.com.

Exercise Caution with Unsolicited Outreach: If you receive any communication that appears suspicious, contains grammatical errors, or makes unusual requests, do not engage. Always confirm the sender's email domain is @anduril.com before providing any personal information or clicking on links.

What to Do If You Suspect Fraud: Should you encounter any questionable or fraudulent outreach claiming to be from Anduril, please report it immediately to contact@anduril.com. Your proactive caution is invaluable in protecting your personal information and upholding the security and trustworthiness of our recruitment efforts.

Data Privacy

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Key responsibilities include:

• Serving as a strategic thought partner to business owners on people-related strategies and employee engagements
• Collaborating with senior leadership to build, develop, and execute people strategies through our next iteration of anticipated growth
• Coaching and advising for best practices within the team
• Developing deep relationships and cultivating trust with all parts of the teams you're supporting

Employee Relations:

• Providing guidance and input on business unit restructures, workforce planning, and succession planning
• Providing HR policy guidance and interpretation
• Managing and resolving complex employee relations issues. Conducting effective, thorough, and objective investigations
• Working closely with management and employees to improve work relationships, build morale, and increase productivity and retention

Organizational Development:

• Autonomously leading the design, implementation, and iteration of new people programs, as well as assessing and improving current people programs
• Helping build and improve processes in a dynamic and high-growth phase
• Leading high-value talent calibrations and compensation planning
• Utilizing people metrics to drive key insights and decisions around growth and retention

Requirements:

• 3+ years of HR Business Partner experience, preferably with engineering client groups
• Bachelor's degree or equivalent industry experience
• Experience across multiple HR/People channels such as compensation & benefits, compliance, employee relations, and learning and development
• Thriving in fast-paced, high-pressure, outcome-oriented environments
• Clear, empathetic, and effective communication
• Excellent interpersonal skills and a high level of emotional intelligence
• Data-driven and detail-oriented

Salary: $129,000 - $171,000 USD

Benefits:

• Comprehensive medical, dental, and vision plans at little to no cost to you
• Generous time off, including a holiday hiatus in December
• Caregiver & Wellness Leave
• Family Planning & Parenting Support
• Mental Health Resources
• Professional Development
• Commuter Benefits
• Relocation Assistance

Retirement Savings Plan:

• Traditional 401(k), Roth, and after-tax (mega backdoor Roth) options

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Brex is the intelligent finance platform that enables companies to spend smarter and move faster in more than 200 markets. By combining global corporate cards and banking with intuitive spend management, bill pay, and travel software, Brex enables founders and finance teams to accelerate operations, gain real-time visibility, and control spend effortlessly.

Brex’s AI-native automation and world-class service eliminate manual expense and accounting tasks for customers so they can focus on what matters most. Tens of thousands of the world's best companies run on Brex, including DoorDash, Coinbase, Robinhood, Zoom, Plaid, Reddit, and SeatGeek.

Working at Brex allows you to push your limits, challenge the status quo, and collaborate with some of the brightest minds in the industry. We’re committed to building a diverse team and inclusive culture and believe your potential should only be limited by how big you can dream. We make this a reality by empowering you with the tools, resources, and support you need to grow your career.

Finance at Brex

The Finance team is a strategic engine at Brex. We lead planning, forecasting, capital allocation, and ROI analysis , partnering across the business to drive clarity and unlock opportunity. We partner across teams at Brex to ensure our business is building and planning with the same dream big goals throughout our entire organization. We’re not here to report on outcomes; we shape them.

If you want to influence company direction and think long-term about value creation, this is where your ownership starts.

Where you’ll work

This role will be based in our San Francisco office. We are a hybrid environment that combines the energy and connections of being in the office with the benefits and flexibility of working from home. We currently require a minimum of two coordinated days in the office per week, Wednesday and Thursday. Starting February 2, 2026, we will require three days per week in the office - Monday, Wednesday, and Thursday. As a perk, we also have up to four weeks per year of fully remote work!

What you’ll do

As the Finance Manager, Commissions, you will be crucial in driving our company's success by ensuring accurate and effective commission structures and payouts for our sales and revenue teams. Your work will directly impact our salesforce motivation and productivity, helping us achieve our growth targets. You will join our dynamic finance team and collaborate with senior leadership across various departments.

We are seeking an individual who is passionate about our business, possesses strong analytical skills, and demonstrates strategic thinking to help optimize our commission processes as we expand. The ideal candidate should thrive in tackling challenges and be adept at addressing complex problems with a high degree of organization and attention to detail.

Reporting to the Director of Finance, the Finance Manager, Commissions will be key members of the Finance team, responsible for designing, implementing, and managing our commission structures.

Responsibilities

• Assists in designing and modeling commission and sales incentive plans. Partner with sales management to provide cost-impact solutions and/or opportunities related to commission/incentive designs.

• Own the Captivate IQ strategy, implementation, and reporting of commission/incentive processing policies and procedures.

• Ensure commission and sales incentive payments have been properly processed.

• Prepare monthly commission and sales incentive payment summary reports for Executive leadership with trend analysis and forecast projections.

• Analyze sales performance data to provide insights and recommendations to senior leadership on commission-related decisions.

• Act as a liaison within Finance, fostering alignment with the Sales, Revenue, and Operations teams to ensure commission accuracy and effectiveness.

• Continuously improve and streamline commission processes to enhance efficiency and transparency.

• Respond to escalated calls regarding complex commission or sales incentive-related processing problems.

Requirements

• BA/BS degree, preferably in Business, Finance, or Accounting

• 4+ years of relevant finance, commissions, revenue operations, or sales operations experience.

• Experience with implementing and maintaining Captivate IQ.

• Proven track record of leading a team in a distributed work environment

• Exceptional communication and interpersonal skills with proven success partnering and collaborating across various functions

• Experience retrieving and handling large amounts of data in Excel or other database systems

• Highly self-motivated and stellar work ethic with strong attention to detail

Nice to Have

• Advanced analytical skills and significant knowledge and understanding of US GAAP

• Experience working in a SaaS company or other recurring revenue model business

• Experience with Salesforce, Looker, and Hex Compensation

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Key responsibilities include owning the end-to-end employee experience for sales compensation, leading the compensation enablement program, designing and managing sales compensation tools, driving AI strategy within the sales compensation function, and partnering cross-functionally with GTM Leadership, Finance, Product, and IT.

The ideal candidate will have 5+ years of experience in sales compensation, revenue operations, sales operations, or sales programs, expertise in designing, implementing, and administering variable sales compensation plans, and extensive experience in revenue operations, strategy, and planning at a high-growth, technology company.

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The ideal candidate is a solutions-oriented, business-minded litigator who exercises strong legal judgment and takes a practical approach to advising on complex issues, balancing compliance and business objectives in a fast-paced environment. You'll work hybrid 2-3 days a week from the NYC headquarters and report to the Senior Counsel, Employment & Litigation.

Key Responsibilities

• Serve as the primary legal advisor to the People team, providing practical advice and day-to-day support on multi-jurisdictional employment law issues across hiring, performance management, leaves of absences, accommodations, diversity & inclusion, terminations, workplace concerns, internal investigations, restrictive covenants, wage and hour, and privacy issues.

• Consult, review and draft employment-related agreements (e.g., offers; engagement letters, separations, consulting terms).

• Partner with the Senior Counsel to support a wide range of litigation, pre-litigation and regulatory matters across multiple disciplines.

• Assist in fact finding and analysis, discovery, legal research, revising pleadings and negotiations.

• Provide risk assessments and develop litigation strategies aligned with business priorities.

• Support the development of templates, corporate policies and procedures to promote compliance with applicable laws and regulations.

• Analyze judicial and legislative developments and assist internal teams in implementing strategies, training and policies/procedures to mitigate legal risk.

• Collaborate with other teams within Legal and across Squarespace to support the successful execution of global projects and initiatives including by contributing to M&A employment and benefits matters (diligence, offer documents, integration activities).

• Identify potential areas of risk / opportunity, and collaborate with various People team functions and internal stakeholders to develop scalable, risk-based solutions that drive business outcomes.

• Provide support on a variety of non-employment topics depending on your background and interest, for example, third-party litigation, regulatory matters and/or compliance.

Requirements

• J.D. degree (or foreign equivalent); admitted to and in good standing with at least one U.S. state bar (New York preferred).

• Minimum 5+ combined years of experience as a practicing attorney managing US employment law matters and/or litigation, with a corporate in-house legal department (high-growth company experience preferred) and/or top-tier law firm with experience providing guidance to public and private clients.

• Strong knowledge of applicable US federal, state and local employment laws, with an interest in learning new areas of law and business.

• Comfortable working in an international context, with experience supporting jurisdictions outside the US (Ireland, Portugal a plus).

• A team player with a passion for technology and a commitment to innovation who thrives on collaboration with low ego, and can effectively work cross-functionally.

• Excellent interpersonal, written and oral communication skills, and sound and clear business judgment, including the ability to distill complex legal issues to practical guidance.

• Demonstrated flexibility and creativity in solving problems and dealing with ambiguity in a fast-paced environment.

• Proven ability to independently manage projects and multitask, adjusting readily to multiple demands, shifting priorities and rapid change with composure.

• Organized, diligent and pragmatic with a high attention to detail and a commitment to operational execution and efficiency.

• Strong familiarity with e-discovery strategy / management is a plus.

• Experience with executive compensation matters and/or sales commissions arrangements is a plus.

Benefits & Perks

• A choice between medical plans with an option for 100% covered premiums

• Fertility and adoption benefits

• Access to supplemental insurance plans for additional coverage

• Headspace mindfulness app subscription

• Global Employee Assistance Program

• Retirement benefits with employer match

• Flexible paid time off

• 12 weeks paid parental leave and family care leave

• Pretax commuter benefit

• Education reimbursement

• Employee donation match to community organizations

• 7 Global Employee Resource Groups (ERGs)

• Dog-friendly workplace

• Free lunch and snacks

• Private rooftop

• Hack week twice per year

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About the Role:

You'll own US and Canada payroll operations end-to-end , hands-on in Workday, close to the details , while also managing and developing 1–2 direct reports on the US team. You'll report directly to the Head of Global Payroll and be a key leader in making sure North American payroll keeps pace with Anthropic's growth.

Strategic Importance:

You'll be a key contributor to our compliance initiative , our framework for managing payroll tax obligations across US & Canada. You'll also be part of the team driving AI adoption within payroll: we're actively building out how AI tools can improve reconciliation accuracy, error detection, and reporting workflows. This isn't a future initiative , it's happening now.

Responsibilities:

US Payroll Operations

• Own full-cycle payroll processing for all US entities , multi-state, multi-frequency, exempt and non-exempt populations

• Process complex equity compensation including RSUs, ISOs, and NSOs, ensuring accurate tax withholding and timely reporting

• Manage high-volume payments: bonuses, commissions, severance, and equity events

• Oversee quarter-end, W-2 preparation, year-end reconciliations, and resolution of federal and state tax notices

• Maintain and continuously improve Workday payroll configuration , identify automation opportunities and lead optimization initiatives

Canada Payroll Management

• Oversee Canada payroll operations in partnership with our PwC Global Payroll Platform, developing expertise in CRA compliance, T4s, Records of Employment, and multi-province processing

• Partner with our international payroll team to ensure Canada stays integrated into our global compliance posture

• Build out Canada payroll SOPs as the function matures

Team Leadership & Development

• Manage and develop 1–2 direct reports on the US payroll team , set clear expectations, provide regular feedback, and invest in their growth

• Build a team culture of accuracy, accountability, and continuous improvement

• Serve as the escalation point for complex payroll issues and employee inquiries

Cross-Functional Partnership & Compliance

• Partner with Corporate Accounting on payroll journal entries, accruals, and month-end close

• Work closely with Tax, Benefits, People Systems, and Employment Legal to ensure data integrity and compliance

• Support audit readiness and internal & systems controls

AI Adoption & Process Improvement

• Champion the use of AI tools within the payroll function , identify high-value use cases for reconciliation, anomaly detection, and reporting

• Lead or support process improvement projects that reduce manual effort, increase accuracy, and improve the employee payroll experience

• Document processes, build SOPs, and contribute to the team's knowledge infrastructure

You May Be a Good Fit If You Have:

• 8+ years of payroll experience, with at least 3 years in a senior or manager-level role owning US multi-state payroll end-to-end

• Hold a CPP (Certified Payroll Professional) certification

• Direct people management experience , you've managed at least one FTE directly, not just contractors or mentorship relationships

• Strong Workday experience , payroll module preferred; HCM with direct payroll involvement and a clear path to Workday Payroll ownership is considered

• Deep familiarity with equity compensation processing (RSUs, ISOs, NSOs) and the tax implications at both federal and state levels

• Demonstrated ability to thrive in fast-moving, ambiguous environments , you build structure where none exists and don't wait for someone to hand you a playbook

• Strong cross-functional instincts , you know how to build trust quickly, influence without authority, and communicate clearly across Finance, HR, Legal, and beyond

Strong Candidates May Also Have:

• Canada payroll experience , even introductory exposure is valued; willingness to learn and grow into the function matters more than deep expertise on day one

• Experimented with AI or automation tools to improve payroll workflows (reconciliation, error detection, reporting)

• Been part of a Workday payroll implementation or major system migration

• Worked at a company that scaled rapidly , from 500 to 2,000+ employees , and built payroll infrastructure to match

• Experience in or exposure to IPO readiness, SOX compliance, or building financial controls from scratch

Annual Compensation Range:

$190,000-$230,000 USD

Logistics:

• Minimum education: Bachelor’s degree or an equivalent combination of education, training, and/or experience

• Required field of study: A field relevant to the role as demonstrated through coursework, training, or professional experience

• Minimum years of experience: Years of experience required will correlate with the internal job level requirements for the position

• Location-based hybrid policy: Currently, we expect all staff to be in one of our offices at least 25% of the time. However, some roles may require more time in our offices.

• Visa sponsorship: We do sponsor visas! However, we aren't able to successfully sponsor visas for every role and every candidate. But if we make you an offer, we will make every reasonable effort to get you a visa, and we retain an immigration lawyer to help with this.

We Encourage You to Apply Even If You Don't Believe You Meet Every Single Qualification.

Your Safety Matters to Us.

To Protect Yourself from Potential Scams, Remember That Anthropic Recruiters Only Contact You from @anthropic.com Email Addresses.

In Some Cases, We May Partner with Vetted Recruiting Agencies Who Will Identify Themselves as Working on Behalf of Anthropic.

Be Cautious of Emails from Other Domains.

Legitimate Anthropic Recruiters Will Never Ask for Money, Fees, or Banking Information Before Your First Day.

If You're Ever Unsure About a Communication, Don't Click Any Links,Visit Anthropics.com/Careers Directly for Confirmed Position Openings.

How We're Different:

We Believe That the Highest-Impact AI Research Will Be Big Science.

At Anthropic, We Work as a Single Cohesive Team on Just a Few Large-Scale Research Efforts.

And We Value Impact , Advancing Our Long-Term Goals of Steerable, Trustworthy AI , Rather Than Work on Smaller and More Specific Puzzles.

We View AI Research as an Empirical Science, Which Has as Much in Common with Physics and Biology as with Traditional Efforts in Computer Science.

We're an Extremely Collaborative Group, and We Host Frequent Research Discussions to Ensure That We Are Pursuing the Highest-Impact Work at Any Given Time.

As Such, We Greatly Value Communication Skills.

The Easiest Way to Understand Our Research Directions Is to Read Our Recent Research.

This Rese

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You will partner closely with both HQ and Care operations teams to address pre-litigation disputes and litigation, provide practical advice on employment and compliance issues, and build scalable processes that reduce risk and support compliant growth.

This role is critical to ensuring that Honor navigates an increasingly complex regulatory and litigation landscape while continuing to operate efficiently and compassionately at scale.

You will have the opportunity to directly influence business practices, shape risk mitigation strategies, and work at the intersection of legal, operations, and technology.

Key responsibilities include:

• Managing and driving strategy for employment-related disputes (including wage & hour, discrimination, and retaliation matters) and improving outcomes through effective case assessment and resolution strategy, and identifying trends and root causes to inform proactive risk mitigation and operational improvements

• Providing advice on non-employment claims, including service-related incidents, professional liability matters, and other operational risks

• Drafting and responding to attorney demand letters and other pre-litigation correspondence, partnering with internal stakeholders to develop strategy and position the company effectively

• Partnering cross-functionally with People, Operations, and leadership teams to provide practical, risk-balanced legal advice that enables compliant decision-making across the Care network

• Identifying systemic legal risks and developing scalable solutions, using data, technology, and trend analysis to reduce exposure and improve legal and operational practices at scale

• Helping manage outside counsel and litigation spend, ensuring high-quality representation while driving efficiency and accountability

• Representing the company in administrative proceedings including EEOC, CRD/DFEH, and similar agencies, as necessary, delivering strong, consistent advocacy aligned with company strategy

• Helping the CPL team build and enhance legal processes, playbooks, and training materials, leveraging technology to increase consistency, speed, and clarity in how legal guidance is delivered across the organization

• Supporting internal investigations and sensitive employee matters, providing sound judgment and clear guidance in high-stakes or ambiguous situations

Leadership principles include:

• Fly high and dive deep

• Balance incremental and radical change

• Identify problems

• Think systemically

We're looking for someone with:

• A J.D. and active bar membership, with 4–6 years of relevant legal experience

• Strong employment law and litigation experience, including handling disputes and administrative claims (e.g., EEOC or state agencies)

• Deep knowledge of California wage & hour law and familiarity with multi-state employment compliance

• Experience drafting employment documents, or contributing to motions, pleadings, and litigation strategy

• Excellent written and verbal communication skills, with the ability to translate complex legal concepts into practical business guidance

• Intellectual curiosity; digs into issues, asks thoughtful questions, and challenges assumptions rather than taking things at face value

• Practical, solutions-oriented mindset; partners with the business in a helpful, pragmatic way rather than taking a purely risk-averse approach

Preferred qualifications include:

• In-house experience or advising high-growth, multi-state employers

• Experience with related areas such as workers' compensation, insurance claims, professional liability, or commercial disputes

• Familiarity with healthcare, non-medical home care, or franchise models

• Interest in technology, data, and AI-driven legal solutions

The annual base salary range for this role is $171,900 - $191,000.

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Responsibilities:

• Lead sourcing and outreach efforts for technical roles, leveraging various tools and social platforms.
• Screen and evaluate candidate qualifications, technical skills, and cultural alignment.
• Coordinate and facilitate interview processes, ensuring a positive and efficient experience for both candidates and interviewers.
• Provide regular updates and insights to hiring managers and stakeholders on pipeline health and recruiting progress.
• Maintain accurate and up-to-date candidate data in recruiting systems and dashboards.
• Contribute to continuous improvement of recruiting processes, tools, and candidate experience.
• Partner directly with Hiring Managers to drive hiring initiatives critical to building Brex's Engineering team.

Requirements:

• Proven experience recruiting for technical roles (e.g., software engineering, data, product) in a fast-paced, high-growth environment.
• Strong sourcing skills and familiarity with modern recruiting tools and platforms.
• Excellent communication, relationship-building, and stakeholder management abilities.
• Data-driven mindset with the ability to interpret recruiting metrics and make process improvements.
• Commitment to diversity, equity, and inclusion in all aspects of recruiting.
• Ability to manage multiple searches and priorities simultaneously.

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In this role, you will contribute rigorous technical accounting analysis, clear written explanations, and sound professional judgment that help train AI models to address complex, non-routine accounting issues.

Working closely with engineering and research teams, you will evaluate sophisticated accounting scenarios and guide how AI systems interpret and apply authoritative U.S. GAAP, SEC guidance, and company-level accounting policy considerations.

Your contributions will directly impact the accuracy, consistency, and reliability of AI-generated accounting conclusions.

You will draw on hands-on experience across technical financial reporting areas,such as revenue recognition, business combinations, consolidations, equity compensation, leases, financial instruments, and disclosures,to analyse challenging fact patterns similar to those encountered in Big 4 engagements, national office consultations, or technical accounting memo development.

This role is well suited for technical accounting professionals who thrive in fast-paced, intellectually demanding environments and are comfortable working with evolving prompts, guidance, and objectives.

Responsibilities:

• Use proprietary software applications to provide input/labels on defined projects.

• Support and ensure the delivery of high-quality curated data.

• Play a pivotal role in supporting and contributing to the training of new tasks, working closely with the technical staff to ensure the successful development and implementation of cutting-edge initiatives/technologies.

• Interact with the technical staff to help improve the design of efficient annotation tools.

• Choose problems from corporate accounting fields that align with your expertise, providing rigorous solutions and model critiques where you can confidently provide detailed solutions and evaluate model responses.

• Regularly interpret, analyse, and execute tasks based on given instructions.

Basic Qualifications:

• Experience in technical accounting, audit, or accounting advisory roles within a public accounting firm or specialised accounting advisory practice, with exposure to complex GAAP and SEC-reporting environments.

• Demonstrated ability to research and apply U.S. GAAP and other authoritative guidance to non-routine or judgment-intensive accounting issues.

• Strong written communication skills in English, with the ability to document accounting conclusions clearly and logically.

• Proficiency in navigating authoritative accounting resources, including FASB Codification, SEC EDGAR, public-company filings, and accounting policy documentation.

• Strong analytical judgment and the ability to reach defensible accounting conclusions in situations involving ambiguity or incomplete information.

• Interest in applying technical accounting expertise to emerging technologies and AI-driven accounting analysis.

Preferred Skills and Experience:

• CPA license in good standing.

• Experience in national office, technical accounting advisory, or SEC-focused roles, including ownership of complex or novel accounting issues.

• Demonstrated leadership in developing, reviewing, or approving technical accounting memoranda, accounting policies, or position papers for significant transactions or reporting matters.

• Deep familiarity with SEC disclosure requirements, including hands-on review of 10-K/10-Q footnotes, critical accounting policies, or MD&A from a technical accounting perspective.

• Teaching, training, or mentoring experience in advanced or technical accounting topics, including firm-level technical training or academic instruction.

• Contributions to professional thought leadership, such as publications, presentations, or firm-issued accounting guidance.

Location and Other Expectations:

• Tutor roles may be offered as full-time, part-time, or contractor positions, depending on role needs and candidate fit.

• For contractor positions, hours will vary widely based on project scope and contractor availability, with no fixed commitments required.

On average most projects may involve at least 10 hours per week to achieve deliverables effectively though this is not a fixed commitment and depends on the scope of work.

Contractors have full flexibility to set their own hours and determine the exact amount of time needed to complete deliverables.

• Tutor roles may be performed remotely from any location worldwide, subject to legal eligibility, time-zone compatibility, and role specific needs.

• For US based candidates, please note we are unable to hire in the states of Wyoming and Illinois at this time.

• We are unable to provide visa sponsorship.

• For those who will be working from a personal device, your computer must be a Chromebook, Mac with MacOS 11.0 or later, or Windows 10 or later.

Compensation and Benefits:

US based candidates: $45/hour - $100/hour depending on factors including relevant experience, skills, education, geographic location, and qualifications.

International candidates: Information will be provided to you during the recruitment process.

Benefits vary based on employment type, location and jurisdiction.

Benefits for eligible U.S. based positions include health insurance, 401(k) plan, and paid sick leave.

Specific details and role specific information will be provided to you during the interview process.

xAI is an equal opportunity employer.

For details on data processing, view our Recruitment Privacy Notice.

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Brex is the intelligent finance platform that enables companies to spend smarter and move faster in more than 200 markets. By combining global corporate cards and banking with intuitive spend management, bill pay, and travel software, Brex enables founders and finance teams to accelerate operations, gain real-time visibility, and control spend effortlessly.

As the Finance Manager, Commissions, you will be crucial in driving our company's success by ensuring accurate and effective commission structures and payouts for our sales and revenue teams. Your work will directly impact our salesforce motivation and productivity, helping us achieve our growth targets.

Responsibilities

Assists in designing and modeling commission and sales incentive plans. Partner with sales management to provide cost-impact solutions and/or opportunities related to commission/incentive designs.

Own the Captivate IQ strategy, implementation, and reporting of commission/incentive processing policies and procedures.

Ensure commission and sales incentive payments have been properly processed.

Prepare monthly commission and sales incentive payment summary reports for Executive leadership with trend analysis and forecast projections.

Analyse sales performance data to provide insights and recommendations to senior leadership on commission-related decisions.

Act as a liaison within Finance, fostering alignment with the Sales, Revenue, and Operations teams to ensure commission accuracy and effectiveness.

Continuously improve and streamline commission processes to enhance efficiency and transparency.

Respond to escalated calls regarding complex commission or sales incentive-related processing problems.

Requirements

BA/BS degree, preferably in Business, Finance, or Accounting

4+ years of relevant finance, commissions, revenue operations, or sales operations experience.

Experience with implementing and maintaining Captivate IQ.

Proven track record of leading a team in a distributed work environment.

Exceptional communication and interpersonal skills with proven success partnering and collaborating across various functions.

Experience retrieving and handling large amounts of data in Excel or other database systems.

Highly self-motivated and stellar work ethic with strong attention to detail.

Nice to Have

Advanced analytical skills and significant knowledge and understanding of US GAAP.

Experience working in a SaaS company or other recurring revenue model business.

Experience with Salesforce, Looker, and Hex Compensation.

The expected salary range for this role is $155,000-$194,000 USD. However, the starting base pay will depend on a number of factors, including the candidate’s location, skills, experience, market demands, and internal pay parity. Depending on the position offered, equity and other forms of compensation may be provided as part of a total compensation package.

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Mixpanel turns data clarity into innovation. Trusted by more than 29,000 companies, including Workday, Pinterest, LG, and Rakuten Viber, Mixpanel’s AI-first digital analytics help teams accelerate adoption, improve retention, and ship with confidence.

Powering this is an industry-leading platform that combines product and web analytics, session replay, experimentation, feature flags, and metric trees. Mixpanel delivers insights that customers trust.

About the People & Culture Team

The Mixpanel People & Talent team enables an ownership culture where exceptional people do their best work: cultivating extraordinary talent who drive innovation, speed, and customer impact. We are trusted partners who balance thoughtful urgency with care, bringing clarity and accountability to everything we do so that Mixpanelers at every level can grow, contribute, and thrive.

We lead with empathy and curiosity, grounding our decisions in data and insight. We step forward in ambiguity, thoughtfully challenge existing paradigms, and show up for each other and for the business with low ego and high support. By living these values, we earn the trust to shape the future of Mixpanel from the inside.

About the Role

The Senior Manager, People & Talent Operations is a key operational leader on the People & Culture team, responsible for the systems, tools, processes, and programs that power Mixpanel's people function end-to-end. Reporting to the VP of People, this role owns our HR and talent technology ecosystem, global benefits administration, compensation operations, headcount planning, and people analytics.

Responsibilities

• Lead, develop, and support a small team consisting of a Talent Operations Lead, People Operations Manager, and Compensation Partner

• Oversee Mixpanel's HR tech stack, including HRIS, ATS (Greenhouse), performance and engagement platform (Lattice), compensation tooling (CandorIQ), and additional tools as needed; drive system optimization and data integrity across all platforms

• Lead (partnering with Finance/Payroll) the ongoing HRIS migration from Paylocity to UKG, ensuring continuity of operations, data accuracy, and a smooth employee experience throughout the transition

• Own recruiting operations (via Talent Ops Lead), including ATS configuration, hiring workflow design, process documentation, and data hygiene in Greenhouse

• Manage US and global benefits programs, including benefits vendor relationships and broker partnerships; oversee PEO relationships for employees in smaller international markets

• Own Mixpanel's immigration program, partnering with external counsel to support visa sponsorships, work authorization, and compliance across all geographies

• Own compensation operations in partnership with the Compensation Partner, including compensation survey participation, job architecture maintenance, compensation education and end-to-end compensation cycle administration

• Build and maintain people analytics infrastructure, including regular workforce reporting, executive dashboards, and ad hoc analysis for senior leadership

• Partner with Finance on headcount planning processes, ensuring accurate data, clean tooling, and streamlined workflows across People and Finance systems

• Design, document, and continuously improve People processes to drive efficiency, compliance, and a best-in-class employee experience

• Evaluate and manage external vendors and partners across the people tech, and benefits landscape as Mixpanel scales

• Identify and implement AI-powered tools and automation to streamline People workflows, reduce manual effort, and increase the speed and accuracy of operations across the team

We're Looking For Someone Who Has

• 8+ years of progressive HR/people operations experience, with at least 2 years in a people management role

• Hands-on experience owning and administering HRIS platforms at scale; experience with UKG or Paylocity is a strong plus

• Experience managing US and international benefits programs, including broker and vendor relationships

• Familiarity with PEO models and global employment solutions for smaller international markets

• Experience owning recruiting operations and ATS administration a plus; Greenhouse experience preferred

• Strong analytical skills, with a track record of building people dashboards and workforce reports for executive audiences

• Experience partnering with Finance on headcount planning processes and tooling

• A systems-thinking mindset with a passion for building scalable, well-documented processes, and a track record of leveraging AI tools to automate workflows and drive operational efficiency

• Excellent cross-functional collaboration skills and a high degree of ownership and follow-through

• Bachelor's degree in HR, Business, or a related field, or an equivalent track record of building and scaling people operations functions

Compensation

The amount listed below is the total target cash compensation (TTCC) and includes base compensation and variable compensation in the form of either a company bonus or commissions. Variable compensation type is determined by your role and level. In addition to the cash compensation provided, this position is also eligible for equity consideration and other benefits including medical, vision, and dental insurance coverage.

Our salary ranges are determined by role and level and are benchmarked to the SF Bay Area Technology data cut released by Radford, a global compensation database. The range displayed represents the minimum and maximum TTCC for new hire salaries for the position across all of our US locations. To stay on top of market conditions, we refresh our salary ranges twice a year so these ranges may change in the future. Within the range, individual pay is determined by experience, job-related skills, qualifications, and other factors. If you have questions about the specific range, your recruiter can share this information.

Mixpanel Compensation Range

$216,750-$293,250 USD

Benefits and Perks

• Comprehensive Medical, Vision, and Dental Care

• Mental Wellness Benefit

• Generous Vacation Policy & Additional Company Holidays

• Enhanced Parental Leave

• Volunteer Time Off

• Additional US Benefits: Pre-Tax Benefits including 401(K), Wellness Benefit, Holiday Break

Culture Values

• Make Bold Bets: We choose courageous action over comfortable progress.

• Innovate with Insight: We tackle decisions with rigor and judgment - combining data, experience and collective wisdom to drive powerful outcomes.

• One Team: We collaborate across boundaries to achieve far greater impact than any of us could accomplish alone.

• Candor with Connection: We build meaningful relationships that enable honest feedback and direct conversations.

• Champion the Customer: We seek to deeply understand our customers’ needs, ensuring their success is our north star.

• Powerful Simplicity: We find elegant solutions to complex problems, making sophisticated things accessible.

Why choose Mixpanel?

We’re a leader in analytics with over 9,000 customers and $277M raised from prominent investors: like Andreessen-Horowitz, Sequoia, YC, and, most recently, Bain Capital. Mixpanel’s pioneering event-based data analytics platform offers a powerful yet simple solution for companies to understand user behaviors and easily track overarching company success metrics. Our accomplished teams continuously

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This position reports to the Sr. Manager, Global Talent Acquisition, and has the opportunity to be based in our Buenos Aires, Argentina office. This is a 6-month contract with immediate joining.

Key responsibilities include:

• Managing the full-cycle recruiting process, ensuring a seamless, consistent, and highly positive candidate experience across Argentina, Canada & the US.
• Becoming a strong talent advisor by developing deep relationships with candidates, hiring managers, teams, and global stakeholders.
• Innovating on ways to build a talent pipeline, identify creative sourcing techniques, and recruit in a variety of venues to construct balanced and inclusive teams.
• Championing an exceptional candidate and hiring manager experience focused on a high-touch, warm, engaging, and meaningful connection during the recruitment journey.
• Sourcing, screening, and assessing talent that leads to offers, negotiation, and closing.
• Partnering closely with management and other global Talent Acquisition Partners to attract talent that supports global lines of business.
• Accelerating candidate engagement and improving the candidate experience throughout the entire hiring process with consistent high-touch communication.
• Identifying innovative and creative sourcing techniques that deliver strong results.

The ideal candidate will have:

• A BA/BS degree or equivalent practical experience.
• 7+ years of recruiting experience in the areas of Engineering, Product, and Design for a high-growth technology company.
• Experience recruiting for different regions: NAM & LATAM (must), EMEA (nice to have).
• Previous experience working in a SaaS company.
• Experience partnering with and influencing senior hiring managers and executives throughout the recruiting cycle.
• Excellent verbal and written communication skills (both Spanish & English) with an emphasis on tact and diplomacy.
• Strong work ethic, integrity, and personal accountability.
• Proven experience negotiating and closing complex compensation packages.
• Demonstrated ability to thrive in a fast-paced, dynamic environment, effectively prioritizing multiple tasks and managing time efficiently.
• Self-starter with a track record of building strong, productive relationships.
• Solid understanding of sales terminology, compensation structures, techniques, and methodologies is highly preferred.
• Familiarity with Greenhouse is a plus.

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This role will lead product management across systems that serve our employees, candidates, HR and People Operations, Talent Acquisition, and Legal teams. You will be the connective tissue between People, Legal, IT, Security, and Finance , designing and shipping platforms, workflows, and automations that are delightful, compliant, and highly efficient.

Deliver a unified “hire-to-retire and contract lifecycle” experience that reduces friction and manual work for employees, candidates, managers, HR and People Ops, Talent Acquisition, and Legal stakeholders.

Define and own the product vision and strategy for our People Tech and Legal systems ecosystem, spanning HRIS, ATS, performance and engagement tools, learning platforms, compensation, employee relations tooling, and CLM and Legal platforms.

Lead end-to-end product delivery for People Tech and Legal systems, including discovery, requirements, prioritization, launch, adoption, and continuous improvement, with a strong focus on measurable business outcomes.

Use automation, integrations, and GenAI-driven workflows to transform processes such as recruiting, onboarding, internal mobility, performance cycles, policy and document management, and contract review, approvals, and renewals.

Establish and own clear product metrics (for example SLA adherence, time-to-hire, time-to-onboard, cycle time for contract workflows, data quality, and control health) and run the roadmap to move those metrics in meaningful ways.

Partner with Legal, Compliance, Security, and Finance to embed pragmatic controls into systems and workflows, ensuring People and Legal platforms support SOX, SOC 2, privacy, and regulatory requirements while still enabling high-velocity operations.

Act as the principal product partner for People and Legal leadership, influencing how we scale our operating models, controls, and user experience as the company grows, and setting standards other product areas rely on.

We are looking for a strategic thinker, structured problem solver, fast mover, thoughtful risk taker, and deeply customer-obsessed product leader who can operate at both architecture and execution levels.

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You will work across departments and geographies, partnering with teams across People, Payroll, IT, Finance, and international offices. This is a great fit for someone who enjoys solving complex problems, working cross-functionally, and making a tangible impact on how our global workforce operates.

Key Responsibilities:

• Own the end-to-end Workday configuration lifecycle across Benefits, Advanced Compensation and Core HCM, from requirements gathering and solution design through testing, deployment, and adoption
• Lead and support annual events including Open Enrollment and Annual Compensation Reviews, ensuring accuracy, compliance, and a seamless employee experience
• Build and maintain custom reports, dashboards, and hubs that deliver actionable insights to business stakeholders
• Manage Workday upgrades and evaluate new functionality to identify opportunities for process improvement and automation
• Identify gaps in system utilisation and champion the adoption of standard Workday features to reduce manual work and improve efficiency
• Support knowledge sharing and capability building across the People Technology team through hands-on training and documentation

Requirements:

• 7+ years of Workday experience with deep hands-on expertise in Benefits and Advanced Compensation configuration (4+ years in Advanced Compensation), with working knowledge of Core HCM
• Strong understanding of Total Rewards business processes and how configuration decisions impact the end-user experience and platform adoption
• Ability to translate business requirements into scalable solutions and evaluate trade-offs across multiple configuration approaches
• Experience managing a backlog of enhancements and prioritising across competing business needs and technical constraints
• Strong communication skills with the ability to engage senior stakeholders and translate technical concepts into clear business language
• Proven ability to collaborate effectively across People, Payroll, Finance, and IT in a fast-paced, global environment
• Design, build, test, and deploy Workday integrations using EIBs, Core Connectors, and Report as a Service (RaaS)

Nice to Have:

• Workday Certifications in Benefits, Advance Comp, Core HCM
• Experience with additional Workday modules such as Time Tracking, Absence, Payroll, or Talent Management

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As a seasoned sales leader, you will be responsible for developing comprehensive knowledge of our technology platform, product messaging, partner ecosystem, and competitor landscape.

Key responsibilities include:

• Developing and owning sales plans, compensation structures, and customer segmentation

• Ensuring the attainment of assigned sales quotas by 'leading from the front' and driving Elastic's sales methodology

• Fostering an environment of teamwork, transparency, creativity, and continuous improvement

• Establishing and maintaining collaborative relationships with representatives of the Open Source community and partner ecosystems

• Traveling regularly to assist in deal creation and closure, as well as meeting managerial needs and providing support to your team as required

• Partnering across Elastic's leadership community to ensure a seamless customer experience

To be successful in this role, you will need to have a consistent track record of leading teams to exceed quotas and objectives within a fast-paced and technical client acquisition-driven business.

You will also need to have strong SaaS sales leadership in the Financial Services market, executive-level relationships with key accounts, and the ability to operate in an entrepreneurial environment.

In addition to the above requirements, you will also need to have experience working within an Open Source model and be able to travel regularly.

This role offers a competitive salary range of $170,000-$268,800 USD, a variable component, and a total rewards package that includes a company-matched 401k with dollar-for-dollar matching up to 6% of eligible earnings, as well as a range of other benefits offered with a holistic emphasis on employee well-being.

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As a Senior People Systems Analyst, you will be a technical anchor for our Workday ecosystem. This role isn't just about maintenance; it's about architecting the future of our People data.

Responsibilities:

• Architect & Execute: Lead the technical configuration for annual cycles (ATR/Comp Planning), driving technical requirements, implementation, testing, and deployment to ensure a frictionless user experience.

• High-Pressure Stakeholder Management: Serve as the primary technical partner for the Compensation team. You will navigate high-stakes environments with composure, translating urgent business needs into scalable Workday solutions.

• Collaborative Escalation: Actively contribute to our supportive team culture by sharing knowledge and assisting peers. You must demonstrate the judgment to escalate risks and roadblocks timely, ensuring that 'pressure' doesn't become 'blockage.'

• System Subject Matter Expertise: Serve as the primary expert and point-of-contact for day-to-day support of Workday HCM & Compensation, managing business processes, integrations, reporting, and dashboards to ensure consistent, high-quality operations.

• Data Orchestration: Leverage Workday Prism to ingest, transform, and report on high-volume data sets, providing leadership with actionable insights.

• Document Engineering: Design and maintain professional, pixel-perfect compensation and stock statements using BIRT or Workday docs.

• Strategic Roadmapping: Work alongside People Solutions to drive product-led strategic projects from discovery to deployment, ensuring our Workday footprint evolves ahead of Stripe's growth

• Operational Excellence: Manage KLTO work with high precision, serving as the Tier 3 expert for HCM, Advanced Comp, and Security.

• Compliance & Governance: Maintain a rigorous posture on SOX compliance and Workday security model integrity.

• Stakeholder Diplomacy: Partner with the wider Solutions team and our stakeholders to translate complex business needs into scalable technical requirements, setting clear expectations and managing project timelines.

Who you are:

We are looking for a seasoned systems professional who thrives in high-growth environments with a passion to optimize Workday. We're looking for someone who meets the minimum requirements to be considered for the role. If you meet these requirements, you are encouraged to apply.

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This is a foundational and transformational role at a pivotal moment for CoreWeave, as we scale our revenue operations infrastructure to support our trajectory as a newly public AI hyperscaler. Following our 2025 IPO and accelerated growth trajectory, we are in search of a world-class RevOps leader who can build enterprise-grade operational rigor while maintaining the Startup mindset, agility, and innovation that defines CoreWeave.

The ideal candidate will transform revenue operations from a supporting function into a strategic growth driver, creating the data foundation, process excellence, and operational insights that enable our sales, marketing, customer success, support, field engineering, and partner teams to execute at peak performance. As an AI-native company, we expect you will lead us into an AI-first strategy to create a next-generation AI-driven RevOps function to harness and implement innovation throughout our global field organization.

The successful candidate will be a proven revenue operations executive with deep expertise in scaling high-growth technology companies, building world-class revenue operations platforms, and partnering with sales leadership to drive measurable business outcomes. You will have demonstrated success implementing sophisticated revenue operations frameworks, leading large global teams, and establishing data-driven cultures that turn insights into action. Your experience spans the full revenue operations stack,from CRM architecture and sales automation to forecasting methodologies, territory optimization, compensation design, and revenue analytics.

This role uniquely combines strategic leadership with hands-on operational excellence. You will define CoreWeave's revenue operations strategy, build and lead a global team of revenue operations professionals, establish our RevOps technology stack and data architecture, create scalable processes that drive efficiency while maintaining growth, and deliver the analytics and insights that inform executive decision-making. You will be the operational partner to our Chief Revenue Officer and go-to-market leadership, ensuring we have the infrastructure, insights, and execution to achieve our ambitious revenue targets while maintaining the flexibility to adapt as markets and opportunities evolve.

Strategy & Vision Define and execute CoreWeave's global revenue operations strategy, establishing world-class operational rigor, process excellence, and data infrastructure that enables predictable, scalable revenue growth. Build comprehensive revenue operations capabilities spanning sales operations, sales strategy, sales enablement, revenue analytics, sales compensation, territory management, and forecasting,creating an integrated operational framework that drives efficiency and effectiveness across the entire revenue organization. Design and implement CoreWeave's revenue technology stack, selecting, integrating, and optimizing CRM, sales engagement, revenue intelligence, forecasting, compensation, and analytics platforms that create a single source of truth for revenue data and enable seamless execution. Leverage AI to fundamentally build a next-gen RevOps center of excellence. Lead ongoing integrations of acquisitions made by the company. Establish data-driven forecasting methodologies and revenue analytics frameworks that provide executive leadership with accurate, real-time visibility into pipeline health, revenue performance, and growth trajectories across segments, products, and geographies. Partner with CRO and go-to-market leadership to develop strategic territory plans, quota allocation models, capacity planning frameworks, and resource deployment strategies that optimize coverage, maximize revenue potential, and drive efficient growth. Design and implement sales compensation programs that align with corporate objectives, drive desired behaviors, and attract and retain top sales talent, including variable compensation structures, accelerators, SPIFs, and performance-based incentives. Establish robust revenue governance frameworks, including deal desk operations, pricing and discount approval workflows, contract review processes, SOX compliance, and commercial risk management that balance growth velocity with operational discipline. Create sophisticated revenue analytics and business intelligence capabilities, delivering executive dashboards, pipeline analytics, win/loss analysis, sales productivity metrics, and strategic insights that inform decision-making and drive continuous improvement. Drive operational excellence through continuous process optimization, automation of manual workflows, elimination of friction in revenue processes, and implementation of best practices that enable the sales organization to focus on selling. Recruit, develop, and lead a world-class global revenue operations organization, including sales operations, sales strategy, enablement, compensation, and analytics teams, building a high-performance culture of operational excellence and strategic partnership with the go-to-market organization. Serve as the strategic thought partner to the CRO and executive leadership team, providing data-driven insights, scenario modeling, and operational recommendations that inform strategic decisions on market expansion, product prioritization, and go-to-market investments.

Who You Are: Minimum 15+ years of progressive experience in revenue operations, sales operations, or sales leadership roles, with at least 8 years in senior revenue operations leadership positions. Proven track record building and scaling revenue operations functions in high-growth B2B technology companies, ideally with experience supporting organizations generating $500M+ in annual revenue. Demonstrated success implementing and optimizing enterprise CRM platforms (Salesforce expertise required), revenue intelligence tools, sales engagement platforms, and revenue analytics solutions at scale. Deep expertise in sales forecasting methodologies, pipeline management frameworks, revenue recognition principles, and financial planning processes that drive accurate revenue predictability. Extensive experience designing sales compensation plans, quota methodologies, territory models, and capacity planning frameworks for complex sales organizations with multiple segments and product lines. Strong background in data analytics, business intelligence, and revenue reporting, with ability to translate complex data into actionable insights and executive-ready presentations. Track record of building and leading high-performing global revenue operations teams, including experience managing teams across multiple geographies and time zones. Experience supporting enterprise sales.

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Anthropic is seeking a highly organised, analytically grounded Sales Strategy, Operational Excellence partner to help run the operating system of our go-to-market organisation.

As Anthropic's GTM motion scales rapidly, the difference between a sales org that grows and one that grows well comes down to operating discipline: a forecast call that runs the same way every week, a planning cycle where every team knows the timeline before it starts, and a single set of standards that Sales and Strategy both recognise as their own.

You will sit at the centre of the CCO's operating rhythm and act as the connective tissue between Sales leadership, Revenue Operations, Finance, and Systems.

Week to week, that means making sure the forecast and pipeline cadences run cleanly and that the inputs leaders are looking at are consistent and trusted.

Quarter to quarter, it means driving the mechanics of target setting and quota deployment.

Annually, it means program-managing the planning cycle so that territories, capacity, comp, and targets land on time and tie together.

Responsibilities:

Run the CCO operating rhythm - Support the weekly forecasting and pipeline review cadence for the CCO and Sales leadership: prepare the inputs, run the mechanics, capture actions, and make sure follow-ups close

Own the calendar, templates, and pre-read standards for recurring operating reviews (forecast, pipeline, QBRs) so leaders spend their time on decisions, not logistics

Track commitments and risks coming out of operating reviews and drive them to resolution between meetings

Unify operating standards across Sales and Strategy - Establish and maintain a single set of operating standards, definitions, tools, and best practices across the Sales and Strategy organisation so that teams are running the same plays the same way

Document core processes (forecasting methodology, pipeline hygiene, deal stage criteria, rules of engagement) and drive adoption through enablement and reinforcement, not just publication

Identify where teams have diverged in process or tooling, understand why, and bring them back to a common standard without breaking what's working locally

Drive planning, targets, and quota - Act as the program management backbone for annual and in-year planning: standardize timelines, templates, and tooling; serve as the central DRI for data aggregation; and be the primary point of contact for cross-functional partners like Systems, Finance, and HR

Support target setting across the broader GTM organisation, building the models and managing the process that translates the company plan into segment, region, and team-level numbers

Support comp plan design and quota setting: partner with Sales leadership, Finance, and Total Rewards on plan mechanics, manage the quota allocation and deployment process, and ensure quotas reconcile to plan

Support territory and capacity planning by maintaining the headcount-to-coverage view and flagging gaps before they become attainment problems

Build for scale - Design processes that hold up as the organisation triples; what works as a spreadsheet today should have a clear path to a system tomorrow

Build the templates, runbooks, and documentation so operating quality doesn't depend on any single person being in the loop

Partner with Systems and Analytics to move repeatable manual work into tooling, and use Claude to accelerate documentation, data aggregation, and process design

You may be a good fit if you:

Have 7+ years in sales operations, sales strategy, revenue operations, business operations, or a similar function, with direct experience supporting the operating cadence of a sales organisation

Have run or materially supported core GTM planning processes end to end: annual planning, target setting, quota allocation, territory design, or comp plan rollout

Are an exceptional program manager; you can take a loosely defined cross-functional effort, put a plan around it, and drive it to a deadline across teams you don't control

Understand the rhythm of a sales org from the inside: what a forecast call is for, what 'commit' means, why pipeline coverage matters, and what makes a quota feel fair or unfair to a rep

Are highly structured and detail-oriented without being rigid; you build the standard, but you know when the standard needs to bend

Communicate clearly and concisely up, down, and across; you can write the one-page pre-read that lets a leadership meeting start at the decision instead of the context

Are fluent in Excel/Sheets (modeling, lookups, structured data) and comfortable working in Salesforce; SQL or Looker experience is a plus but not required

Are energized by bringing order to ambiguity and have a low ego about doing the unglamorous work that makes an organisation run

Strong candidates may also have:

Experience with sales compensation design (SPIFs, accelerators, plan mechanics) and the downstream operational realities of administering them

Exposure to consumption-based or usage-based revenue models where forecasting and quota design don't follow the standard SaaS pattern

Familiarity with planning and territory tools (Anaplan, Pigment, Fullcast, or similar)

A track record of using AI tools to accelerate operational and program management work

Logistics

Minimum education: Bachelor's degree or an equivalent combination of education, training, and/or experience

Required field of study: A field relevant to the role as demonstrated through coursework, training, or professional experience

Minimum years of experience: Years of experience required will correlate with the internal job level requirements for the position

Location-based hybrid policy: Currently, we expect all staff to be in one of our offices at least 25% of the time

However, some roles may require more time in our offices

Visa sponsorship: We do sponsor visas! However, we aren't able to successfully sponsor visas for every role and every candidate

But if we make you an offer, we will make every reasonable effort to get you a visa, and we retain an immigration lawyer to help with this

We encourage you to apply even if you do not believe you meet every single qualification

Not all strong candidates will meet every single qualification as listed

Research shows that people who identify as being from underrepresented groups are more prone to experiencing imposter syndrome and doubting the strength of their candidacy, so we urge you not to exclude yourself prematurely and to submit an application if you're interested in this work

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Key responsibilities include:

• Owning the HRIS product roadmap, proactively identifying gaps, championing improvements, and driving system evolution that reduces friction and enables scale across People operations.

• Pushing past surface-level requests to diagnose root needs, challenge assumptions, and co-design solutions that are durable, efficient, and built to last.

• Leading Workday configuration, release readiness, and testing for annual People programs and system updates to support on-time launches and smoother releases.

• Building and governing integrations across the People technology ecosystem, including troubleshooting issues and improving system reliability and uptime.

• Defining and enforcing security and access governance practices across People systems, navigating SOX ITGC requirements with fluency.

• Creating reports, dashboards, and analyses that help stakeholders make faster, more informed decisions with clearer and more reliable people data.

• Driving mass data changes, policy rollouts, and system updates with careful testing and strong attention to detail.

• Elevating system capability across the organization, enabling users and building toward a self-sufficient workforce that gets the most from the tools available to them.

To succeed in this role, you'll bring:

• Deep, hands-on Workday expertise across HCM, compensation, benefits, time tracking, talent, performance, and security.

• An AI-forward approach to people technology, actively experimenting with and applying AI tools to automate workflows, accelerate analysis, and eliminate manual work.

• Experience building and scaling people technology in a public company environment with working knowledge of SOX ITGC requirements.

• A product ownership mindset, including defining problems, evaluating tradeoffs, and owning outcomes.

• Strong integration experience, including Enterprise Interface Builder (EIB) and related Workday ecosystem tools.

• Strong communication skills, with the ability to turn complex system logic into clear requirements, decisions, and stakeholder updates.

• Sound judgment in assessing business impact, downstream effects, and change management implications when designing system changes.

• Consulting instincts and presence, leading design discussions, navigating ambiguity, and earning trust as the person stakeholders come to when they need a true thought partner.

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At Anduril, we're not just changing the game – we're redefining it. As a People Business Partner to our Engineering client groups, you will partner with leadership and teams from across the business to build a high performing organization.

About the Job

We are looking for a People Business Partner to join our People team in Lexington, MA. In this role you will be responsible for thinking strategically and providing daily support across all levels of engineering teams. The role involves partnering with our engineering teams to enhance talent development and performance at all levels of the team.

Responsibilities

Strategic Advisor:

Serve as a strategic thought partner to business owners on people-related strategies and employee engagements

Collaborate with senior leadership to build, develop, and execute people strategies through our next iteration of anticipated growth

Coach and advise for best practices within the team

Develop deep relationships and cultivate trust with all parts of the teams you’re supporting

Employee Relations:

Provides guidance and input on business unit restructures, workforce planning, and succession planning

Provides HR policy guidance and interpretation

Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations

Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention

Coach Andurilans, functioning as an advocate and resource in resolving key employee issues while balancing the needs of the business

Organizational Development:

Autonomously lead the design, implementation, and iteration of new people programs, as well as assess and improve current people programs

Help build and improve processes in a dynamic and high-growth phase

Lead high value talent calibrations and compensation planning

Utilize people metrics to drive key insights and decisions around growth and retention

Building data-drive and proactive processes to attract, grow and retain our talent

Requirements

3+ years of HR Business Partner experience, preferably with engineering client groups

Bachelor's degree or equivalent industry experience

Experience across multiple HR/People channels such as compensation & benefits, compliance, employee relations, and learning and development

Thrive in fast-paced, high-pressure, outcome-oriented environments

Is a clear, empathetic, and effective communicator who understands differences in others and adjusts their approach accordingly

Is an effective partner and coach to managers and leaders; delivers feedback and challenging information in a way that builds trust and collaboration

Excellent interpersonal skills and a high level of emotional intelligence

Data-driven and detail-oriented

U.S. Person status is required as this position needs to access export controlled data

Benefits

Healthcare Benefits

US Roles: Comprehensive medical, dental, and vision plans at little to no cost to you.

UK & AUS Roles: We cover full cost of medical insurance premiums for you and your dependents.

IE Roles: We offer an annual contribution toward your private health insurance for you and your dependents.

Additional Benefits

Income Protection: Anduril covers life and disability insurance for all employees.

Generous time off: Highly competitive PTO plans with a holiday hiatus in December. Caregiver & Wellness Leave is available to care for family members, bond with a new baby, or address your own medical needs.

Family Planning & Parenting Support: Coverage for fertility treatments (e.g., IVF, preservation), adoption, and gestational carriers, along with resources to support you and your partner from planning to parenting.

Mental Health Resources: Access free mental health resources 24/7, including therapy and life coaching. Additional work-life services, such as legal and financial support, are also available.

Professional Development: Annual reimbursement for professional development

Commuter Benefits: Company-funded commuter benefits based on your region.

Relocation Assistance: Available depending on role eligibility.

Retirement Savings Plan

US Roles: Traditional 401(k), Roth, and after-tax (mega backdoor Roth) options.

UK & IE Roles: Pension plan with employer match.

AUS Roles: Superannuation plan.

Protecting Yourself from Recruitment Scams

Anduril is committed to maintaining the integrity of our Talent acquisition process and the security of our candidates. We've observed a rise in sophisticated phishing and fraudulent schemes where individuals impersonate Anduril representatives, luring job seekers with false interviews or job offers. These scammers often attempt to extract payment or sensitive personal information.

To ensure your safety and help you navigate your job search with confidence, please keep the following critical points in mind:

No Financial Requests: Anduril will never solicit payment or demand personal financial details (such as banking information, credit card numbers, or social security numbers) at any stage of our hiring process. Our legitimate recruitment is entirely free for candidates.

Please always verify communications:

Direct from Anduril: If you receive an email from one of our recruiters, it will only come from an @anduril.com address.

Via Agency Partner: If contacted by a recruiting agency for an Anduril role, their email will clearly identify their agency. If you suspect any suspicious activity, please verify the agency's authenticity by reaching out to contact@anduril.com.

Exercise Caution with Unsolicited Outreach: If you receive any communication that appears suspicious, contains grammatical errors, or makes unusual requests, do not engage. Always confirm the sender's email domain is @anduril.com before providing any personal information or clicking on links.

What to Do If You Suspect Fraud: Should you encounter any questionable or fraudulent outreach claiming to be from Anduril, please report it immediately to contact@anduril.com. Your proactive caution is invaluable in protecting your personal information and upholding the security and trustworthiness of our recruitment efforts.

Data Privacy

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This role will actively participate in evolving and scaling our compensation programs and philosophy. You are a trusted subject-matter expert who independently leads complex, cross-functional projects, shapes best practices, and influences strategy and decisions across multiple functions.

Responsibilities:

• Translate complex data into clear, actionable narratives for senior leaders, HRBPs, and Talent partners.
• Design innovative and competitive compensation programs that align with and support the company's business strategy.
• Partner with stakeholders across various functions to plan, develop, implement, and administer compensation programs.

What we're looking for:

• 8–10+ years of progressive experience in compensation or closely related analytical roles, ideally in high-growth technology or similarly dynamic environments.
• Deep understanding of compensation principles and practices across base pay, bonus, and equity (including program design, job architecture, ranges, market benchmarking, and pay equity).
• Demonstrated strength in quantitative analysis and modeling, including advanced skills in Google Sheets/Excel (e.g., modeling, scenario analysis, data visualization).
• Experience partnering with HRBPs, Talent Acquisition, and Finance to support comp cycles, offers, promotions, and budgeting.
• Comfort navigating ambiguity and making thoughtful tradeoffs among market alignment, internal equity, performance, and budget.
• Familiarity with Greenhouse, Workday, Pave or Compa a plus

Attributes:

• Strategic thinker: Connects compensation decisions to Reddit's broader business strategy and long-term talent goals.
• Problem solver: Breaks down complex, ambiguous compensation problems into structured approaches and clear recommendations.
• Data-driven & detail-oriented: Balances high-level storytelling with precision in data, modeling, and documentation.
• Smart & adaptable: Learns quickly, iterates based on feedback, and adjusts approaches as Reddit grows and programs evolve.
• Trustworthy & service-minded: Builds strong, long-term relationships with stakeholders; is seen as a fair, balanced, and practical partner who protects both employee experience and company sustainability.
• Winning mindset: Pushes work forward despite ambiguity, constraints, or misalignment; finds paths to impact rather than getting stuck.

Pay Transparency: This job posting may span more than one career level. In addition to base salary, this job is eligible to receive equity in the form of restricted stock units, and depending on the position offered, it may also be eligible to receive a commission. Additionally, Reddit offers a wide range of benefits to U.S.-based employees, including medical, dental, and vision insurance, 401(k) program with employer match, generous time off for vacation, and parental leave.

To provide greater transparency to candidates, we share base salary ranges for all US-based job postings regardless of state. We set standard base pay ranges for all roles based on function, level, and country location, benchmarked against similar stage growth companies. Final offer amounts are determined by multiple factors including, skills, depth of work experience and relevant licenses/credentials, and may vary from the amounts listed below.

The base salary range for this position is: $180,200-$252,300 USD

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As a Sr. Compensation Partner, you will drive Anduril's success by bringing your compensation expertise to our leadership team and helping us scale. You will utilize and combine your prior high growth company experience, quantitative rigor, business mindset, and communication skills to serve as a strategic advisor to our People Business Partners.

Key responsibilities include:

• Partner with Senior Leaders and People Business Partners to drive and ensure the success of Anduril's compensation programs for Manufacturing including Production, Supply Chain, and Engineering teams at Arsenal-1.
• Guide People Business Partners and leadership teams throughout annual and mid-year compensation planning cycles specific to our Arsenal-1 population.
• Design, implement, and manage comprehensive compensation programs, including salary structures, incentive plans, and equity compensation, aligned with organisational strategy and market trends.
• Lead job evaluation processes, conduct market pricing analyses, and ensure internal equity and external competitiveness across all job families and levels.
• Partner closely with leadership and HR teams to resolve complex compensation issues, support strategic decision-making, and drive the implementation of compensation initiatives across the organisation.

In addition to these responsibilities, you will also work closely with our People Operations team during our annual & midyear compensation cycles including implementation, budgets, UAT testing and spearhead data integrity.

You will lead change management and communications of compensation practices with managers, team members, and across the People Team.

You will build strong partnerships with the Production/Manufacturing Division Leads, People Business Partner, Talent, Payroll, Legal, Stock, Finance and Accounting teams as well as our 3rd party vendors.

You will work closely with and interrogate compensation data, to form data driven guidance to People Business Partners and Leaders.

You're a proactive motivated problem solver; offering to fill skill gaps and offer solutions; we'd rather tell you slow down than accelerate.

You enjoy working at a place where no one minds if you leave early one day to go to an appointment or run an errand, but you also don’t mind responding to Slacks in the evening while you’re watching Netflix.

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This is a build role. You will write and own the policies and SOPs your team operates against, design the controls framework, and continuously improve the processes underneath it, including using Claude and other tools to automate work that doesn't need to be manual.

Responsibilities:

Close Operations

• Own a portfolio of accounts through month-end and quarter-end close, including reconciliations, journal entries, and variance commentary
• Drive close acceleration by identifying bottlenecks and implementing process changes that reduce cycle time without sacrificing accuracy
• Ensure all close deliverables are consistently audit-ready, with clear documentation of positions and supporting evidence
• Oversee SOX control preparation and execution across your accounts; review control evidence and own timely remediation of any gaps

Technical Accounting & Policy

• Write, own, and maintain technical accounting policies and SOPs across your domain, drafting, evolving, and operationalising them as the business changes
• Review technical accounting memos prepared by your team; ensure conclusions are well-supported and consistent with US GAAP
• Collaborate with Technical Accounting on new or evolving standards and translate guidance into procedures the team can execute
• Own external audit responses within your domain; ensure timely delivery of supporting schedules and audit-ready workpapers

Process Improvement & Automation

• Identify repetitive, rules-based tasks across the team's workflows and build scalable solutions, including leveraging Claude, to automate or replace them
• Document workflows and controls in a way that supports knowledge transfer, audit evidence, and system scalability
• Contribute to ERP and systems implementations, translating accounting requirements into clear specifications and test criteria

Cross-Functional Partnership

• Partner with Finance & Strategy, Tax, People Operations, Procurement, and Facilities to keep accounting aligned with business activity in real time
• Translate complex accounting positions into plain language for non-finance stakeholders
• Support new entity setup and geographic expansion by establishing accounting processes for new jurisdictions as Anthropic grows

Team Leadership & Review

• Coach and develop a team of highly agile performers, providing timely, specific feedback that raises the technical and operational bar over time
• Hire and onboard accountants as the team grows; set clear expectations and build a culture of precision and continuous improvement
• Serve as the first escalation point for complex transactions and accounting judgments across your team's workstreams

Areas of experience include:

• Close management and acceleration; process improvement; SOX control design and operation
• Real estate and lease accounting (ASC 842); fixed assets, capitalisation policy, and depreciation
• Payroll accounting; stock-based compensation (ASC 718); commissions (ASC 340-40); contingent worker accounting
• Cash and investments; debt accounting; IDSE, Intangibles, prepaids, accruals, and period-end cut-off controls

You May Be a Good Fit If You

• Hold an active CPA license
• Have around 10 years of progressive accounting experience, combining public company experience (in audit or in-house) with time at a high-growth or startup environment
• Have a Big 4 audit background – a strong signal of technical depth and audit-readiness standards
• Have managed or meaningfully coached more junior accountants and are ready for a role with direct reports
• Are comfortable owning accounting policies and SOPs end-to-end: writing them, maintaining them, and being accountable for how the team applies them
• Can move fluidly between reviewing your team's work and doing the work yourself – equally comfortable in a reconciliation spreadsheet and a review meeting
• Have experience designing and operating controls in a SOX environment
• Thrive in ambiguity and can structure work, reach defensible conclusions, and document them clearly even when the answer is not obvious
• Are energised by building from scratch rather than maintaining what already exists
• Have a clear point of view on how AI tools can eliminate low-value accounting work – and want to put that into practice
• Communicate clearly with non-accounting partners and can explain a complex position in plain language

Strong Candidates May Also:

• Have public company accounting experience, including exposure to financial reporting cycles
• Bring deep expertise in two or more specialty areas: ASC 842 lease accounting, ASC 718 stock-based compensation, commissions accounting, payroll accounting, or fixed asset accounting
• Have led or played a significant role in an ERP implementation – particularly in a high-growth environment where accounting requirements were evolving mid-project
• Have experience building accounting infrastructure from the ground up: chart of accounts design, allocation methodology, or close cadence structure
• Bring familiarity with AI or infrastructure-heavy business models where cost attribution and capitalisation decisions are complex
• Have managed accounting through significant organisational change – new entity setup, geographic expansion, or business model evolution

Annual compensation range for this role is $190,000-$230,000 USD.

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At Anduril, we're not just changing the game – we're redefining it. As a People Business Partner to our Engineering client groups, you will partner with leadership and teams from across the business to build a high performing organization.

About the Job

We are looking for a People Business Partner to join our People team in Costa Mesa, CA. In this role you will be responsible for thinking strategically and providing daily support across all levels of engineering teams. The role involves partnering with our engineering teams to enhance talent development and performance at all levels of the team.

Responsibilities

Strategic Advisor

• Serve as a strategic thought partner to business owners on people-related strategies and employee engagements
• Collaborate with senior leadership to build, develop, and execute people strategies through our next iteration of anticipated growth
• Coach and advise for best practices within the team
• Develop deep relationships and cultivate trust with all parts of the teams you’re supporting

Employee Relations

• Provides guidance and input on business unit restructures, workforce planning, and succession planning
• Provides HR policy guidance and interpretation
• Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention
• Coach Andurilans, functioning as an advocate and resource in resolving key employee issues while balancing the needs of the business

Organizational Development

• Autonomously lead the design, implementation, and iteration of new people programs, as well as assess and improve current people programs
• Help build and improve processes in a dynamic and high-growth phase
• Lead high value talent calibrations and compensation planning
• Utilize people metrics to drive key insights and decisions around growth and retention
• Building data-drive and proactive processes to attract, grow and retain our talent

Required Qualifications

• 3+ years of HR Business Partner experience, preferably with engineering client groups
• Bachelor's degree or equivalent industry experience
• Experience across multiple HR/People channels such as compensation & benefits, compliance, employee relations, and learning and development
• Thrive in fast-paced, high-pressure, outcome-oriented environments
• Is a clear, empathetic, and effective communicator who understands differences in others and adjusts their approach accordingly
• Is an effective partner and coach to managers and leaders; delivers feedback and challenging information in a way that builds trust and collaboration
• Excellent interpersonal skills and a high level of emotional intelligence
• Data-driven and detail-oriented
• U.S. Person status is required as this position needs to access export controlled data

Salary and Benefits

US Salary Range $111,000-$147,000 USD

The salary range for this role is an estimate based on a wide range of compensation factors, inclusive of base salary only. Actual salary offer may vary based on (but not limited to) work experience, education and/or training, critical skills, and/or business considerations. Highly competitive equity grants are included in the majority of full time offers; and are considered part of Anduril's total compensation package. Additionally, Anduril offers top-tier benefits for full-time employees, including:

• Healthcare Benefits - US Roles: Comprehensive medical, dental, and vision plans at little to no cost to you. - UK & AUS Roles: We cover full cost of medical insurance premiums for you and your dependents. - IE Roles: We offer an annual contribution toward your private health insurance for you and your dependents.
• Income Protection: Anduril covers life and disability insurance for all employees.
• Generous time off: Highly competitive PTO plans with a holiday hiatus in December. Caregiver & Wellness Leave is available to care for family members, bond with a new baby, or address your own medical needs.
• Family Planning & Parenting Support: Coverage for fertility treatments (e.g., IVF, preservation), adoption, and gestational carriers, along with resources to support you and your partner from planning to parenting.
• Mental Health Resources: Access free mental health resources 24/7, including therapy and life coaching. Additional work-life services, such as legal and financial support, are also available.
• Professional Development: Annual reimbursement for professional development.
• Commuter Benefits: Company-funded commuter benefits based on your region.
• Relocation Assistance: Available depending on role eligibility.
• Retirement Savings Plan - US Roles: Traditional 401(k), Roth, and after-tax (mega backdoor Roth) options. - UK & IE Roles: Pension plan with employer match. - AUS Roles: Superannuation plan.

Protecting Yourself from Recruitment Scams

Anduril is committed to maintaining the integrity of our Talent acquisition process and the security of our candidates. We've observed a rise in sophisticated phishing and fraudulent schemes where individuals impersonate Anduril representatives, luring job seekers with false interviews or job offers. These scammers often attempt to extract payment or sensitive personal information.

To ensure your safety and help you navigate your job search with confidence, please keep the following critical points in mind:

• No Financial Requests: Anduril will never solicit payment or demand personal financial details (such as banking information, credit card numbers, or social security numbers) at any stage of our hiring process. Our legitimate recruitment is entirely free for candidates.
• Please always verify communications:

Direct from Anduril: If you receive an email from one of our recruiters, it will only come from an @anduril.com address. Via Agency Partner: If contacted by a recruiting agency for an Anduril role, their email will clearly identify their agency. If you suspect any suspicious activity, please verify the agency's authenticity by reaching out to contact@anduril.com.

• Exercise Caution with Unsolicited Outreach: If you receive any communication that appears suspicious, contains grammatical errors, or makes unusual requests, do not engage. Always confirm the sender's email domain is @anduril.com before providing any personal information or clicking on links.

• What to Do If You Suspect Fraud: Should you encounter any questionable or fraudulent outreach claiming to be from Anduril, please report it immediately to contact@anduril.com. Your proactive caution is invaluable in protecting your personal information and upholding the security and trustworthiness of our recruitment efforts.

Data Privacy

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As a subject matter expert with a proven leadership record, the Sr Global Payroll Manager is expected to drive new payroll initiatives, including system integrations and leveraging cutting-edge automation and AI tools to scale payroll processes for maximum efficiency and business continuity.

Responsibilities:

• Lead, mentor, and coach the payroll team to ensure their continuous development and operational excellence, building a world-class payroll function.

• Conduct comprehensive review and audit of global payroll processes, leveraging systems like Workday and ActivPayroll to ensure accuracy, compliance, and proper funds reconciliation across all regions.

• Manage global equity (RSUs, Options, Performance-based grants) processing in all regions.

• Champion system and process improvements within Workday and other platforms, partnering closely with People Operations and other teams to ensure full system utilization, establish best practices, and drive efficiency gains and business continuity.

• Actively identify, evaluate, and implement new payroll technologies, including AI and advanced automation use cases, to enhance accuracy, compliance, and scalability of global payroll operations.

• Provide guidance in managing US third-party fulfillment vendor to ensure tax compliance and funds reconciliation.

• Execute special projects cross-functionally that support the growth of the business, such as Workday enhancements, system integrations, international growth, and M&A.

• Develop and maintain global payroll policies, processes, procedures, and related internal controls to ensure compliance, maximum efficiency, and standardization for continuity.

• Ensure global regulatory filings are completed timely and accurately; support and coordinate audits such as worker compensation, 401K, and annual financial audit, as necessary.

Qualifications:

• Bachelor’s degree or equivalent experience in payroll.

• 10+ years’ experience in progressive payroll positions in high-growth, public and multinational companies, with a demonstrable track record of leadership and strategic process improvement.

• Experience working in a publicly traded, high-tech, high-growth company where equity compensation (i.e., RSU, stock options, and ESPP programs) is common.

• Proactive, strategic leader focused on driving continuous process improvements for efficiency and long-term business continuity.

• Extensive proficiency with Workday Payroll, including reporting, system configuration and enhancements.

• Intermediate to advanced level of proficiency using Excel or Google Sheets.

• Excellent communication skills, both written and verbal; excellent customer service and problem-solving skills.

• Ability to exercise good judgment and discretion as it relates to confidential and sensitive company and employee data.

• Able to operate in a fast-paced, hyper-growth environment by managing priorities and concentrating on accuracy.

• Understanding of emerging technologies like AI/Machine Learning and their potential application within the payroll and finance domain.

Benefits:

• Comprehensive Healthcare Benefits and Income Replacement Programs

• 401k with Employer Match

• Global Benefit programs that fit your lifestyle, from workspace to professional development to caregiving support

• Family Planning Support

• Gender-Affirming Care

• Mental Health & Coaching Benefits

• Flexible Vacation & Paid Volunteer Time Off

• Generous Paid Parental Leave

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Responsibilities:

• Support the planning and administration of our annual compensation cycle for all global employees
• Conduct research and analysis for new compensation policies and programs
• Manage and analyze complex datasets to distill insights and convey findings; build tools as required to improve efficiency
• Partner with People Operations to configure and enhance business processes, compensation rule plans, compensation packages, and equity programs
• Partner with People Programs, Talent Acquisition, People Operations, and L&D teams to align on business objectives and to collaborate on talent solutions as a cross-functional team
• Develop clear enablement and communications plans to educate managers and employees on all compensation programs
• Continually evaluate compensation programs to ensure they are legally compliant, competitive, equitable, aligned with the overall compensation philosophy, and driving the appropriate business results

Who you are:

We're looking for someone with 5+ years of relevant work experience in compensation, including developing and managing global compensation programs and processes, preferably in a high-growth, scaling, technology environment. You should have a strong understanding of compensation best practices, current compensation trends, and market benchmark data; international compensation experience is preferred.

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The Finance team is a strategic engine at Brex, leading planning, forecasting, capital allocation, and ROI analysis. We partner across teams to drive clarity and unlock opportunity. If you want to influence company direction and think long-term about value creation, this is where your ownership starts.

As the Finance Manager, Commissions, you will be crucial in driving our company's success by ensuring accurate and effective commission structures and payouts for our sales and revenue teams. Your work will directly impact our salesforce motivation and productivity, helping us achieve our growth targets.

Responsibilities: Assists in designing and modeling commission and sales incentive plans. Owns the Captivate IQ strategy, implementation, and reporting of commission/incentive processing policies and procedures. Ensures commission and sales incentive payments have been properly processed. Prepares monthly commission and sales incentive payment summary reports for Executive leadership with trend analysis and forecast projections. Analyzes sales performance data to provide insights and recommendations to senior leadership on commission-related decisions. Acts as a liaison within Finance, fostering alignment with the Sales, Revenue, and Operations teams to ensure commission accuracy and effectiveness. Continuously improves and streamlines commission processes to enhance efficiency and transparency. Responds to escalated calls regarding complex commission or sales incentive-related processing problems.

Requirements: BA/BS degree, preferably in Business, Finance, or Accounting. 4+ years of relevant finance, commissions, revenue operations, or sales operations experience. Experience with implementing and maintaining Captivate IQ. Proven track record of leading a team in a distributed work environment. Exceptional communication and interpersonal skills with proven success partnering and collaborating across various functions. Experience retrieving and handling large amounts of data in Excel or other database systems. Highly self-motivated and stellar work ethic with strong attention to detail.

Nice to Have: Advanced analytical skills and significant knowledge and understanding of US GAAP. Experience working in a SaaS company or other recurring revenue model business. Experience with Salesforce, Looker, and Hex Compensation.

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Responsibilities:

ICM Platform Implementation & Configuration

• Lead the end-to-end implementation and configuration of our ICM platform, including plan modeling, crediting rules, quota management, and payout calculations
• Translate compensation plan documents into system logic, ensuring accurate and auditable calculation outputs
• Design and maintain system workflows for plan changes, exceptions, and adjustments
• Develop and execute testing strategies to validate system accuracy before each compensation cycle
• Provide technical guidance during plan design discussions, advising on system capabilities and constraints

Data Integration & Architecture

• Build and maintain integrations between the ICM platform and source systems (CRM, ERP, HRIS, billing platforms)
• Ensure data integrity across the compensation data pipeline, from opportunity data through final payout
• Partner with Data Engineering and Revenue Operations to define data requirements and resolve data quality issues
• Document data flows, transformation logic, and system dependencies

System Administration & Optimization

• Serve as the primary system administrator for the ICM platform, managing user access, security, and system health
• Identify opportunities to streamline and automate compensation processes, reducing manual intervention and cycle time
• Monitor system performance and troubleshoot calculation errors or integration failures
• Evaluate and recommend new technologies, including Claude-powered solutions, to enhance system capabilities

Reporting & Analytics

• Build and maintain reporting infrastructure within the ICM platform to support compensation dashboards and attainment tracking
• Partner with Revenue Operations and Accounting to deliver accurate, timely compensation data for forecasting and accruals
• Enable self-service reporting for compensation administrators and business partners

Requirements:

• 5+ years of experience implementing or administering ICM platforms (e.g., Xactly, Varicent, Anaplan)
• Strong technical skills with experience in SQL, data integration tools, and system configuration
• Proven ability to translate business requirements into system logic and maintain accurate, auditable calculations
• Experience managing data pipelines and ensuring data quality across integrated systems
• Strong problem-solving skills with a systematic approach to debugging and root cause analysis
• Excellent documentation practices and ability to communicate technical concepts to non-technical stakeholders

Preferred Qualifications:

• Experience with full ICM platform implementation projects, including vendor selection and data migration
• Proficiency with APIs and integration platforms (e.g., Workato, Fivetran, custom ETL)
• Experience with Salesforce administration or development
• Familiarity with consumption-based compensation models
• Experience with Claude Code or other AI-assisted development tools
• Background in sales operations, revenue operations, or finance systems

Logistics:

• Minimum education: Bachelor’s degree or an equivalent combination of education, training, and/or experience
• Required field of study: A field relevant to the role as demonstrated through coursework, training, or professional experience
• Minimum years of experience: Years of experience required will correlate with the internal job level requirements for the position
• Location-based hybrid policy: Currently, we expect all staff to be in one of our offices at least 25% of the time. However, some roles may require more time in our offices.
• Visa sponsorship: We do sponsor visas! However, we aren’t able to successfully sponsor visas for every role and every candidate. But if we make you an offer, we will make every reasonable effort to get you a visa, and we retain an immigration lawyer to help with this.

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You will serve as a trusted advisor and operational force multiplier, bringing deep B2B SaaS expertise to help teams achieve revenue targets while building scalable frameworks that drive industry-specific customer success.

Enterprise Strategy & Analysis:

• Partner with sales and regional leaders to develop gtm strategy, motions, country/region prioritisation and sector focus and strategy. Refine industry-specific go-to-market strategies across key verticals (e.g., Financial Services, Healthcare, Technology, Retail, Manufacturing etc.)
• Identify Industry customer needs, pain points etc. and share feedback cross functionally to guide solution building across global teams such as product, engineering, finance, legal etc.
• Build and maintain industry-specific value propositions, use cases, and sales playbooks
• Drive territory and account segmentation strategies based on industry characteristics and opportunity
• Establish industry benchmarks and best practices to guide sales approach and prioritization
• Work with Finance on target setting, planning and bottom-up modeling

Go-to-Market Strategy & Execution:

• Develop comprehensive industry frameworks that standardize how customers in each vertical derive value from our solutions
• Drive quarterly, semi-annual, and annual planning cycles for industry-focused GTM segments
• Analyze industry-specific sales metrics and pipeline dynamics to develop proactive insights
• Partner with Account Executives to evolve sales motions and industry best practices based on vertical nuances
• Continuously evaluate market opportunities, competitive positioning, and whitespace within target industries

Cross-Functional Leadership:

• Lead collaboration across Strategy and RevOps, Sales Enablement, Strategic Finance, Product, and Marketing teams to ensure industry alignment
• Work with Product teams to communicate industry-specific feature requirements and market feedback
• Prepare executive-level materials including industry performance reviews, strategic planning sessions, and board updates
• Drive alignment across teams to ensure consistent execution of industry-specific go-to-market strategies
• Partner with Marketing on industry-focused campaigns, events, and thought leadership initiatives

Operational Excellence:

• Remove operational bottlenecks specific to complex industry sales cycles and compliance requirements
• Execute critical processes including strategic account transitions, industry-specific CRM configurations, and vertical market data management
• Optimize sales technology stack and ensure effective adoption of Salesforce and other sales tools
• Establish sales process methodology, qualification criteria, and stage definitions for consistent execution
• Ensure smooth operations across complex, multi-stakeholder sales motions typical in enterprise B2B software

Requirements:

• 10+ years of experience in B2B SaaS or enterprise software, with focus on sales strategy, revenue operations, industry consulting, or commercial roles
• Deep expertise in one or more enterprise industry verticals with proven track record of driving growth in those markets
• Strong analytical capabilities with demonstrated ability to convert complex industry data into actionable insights and strategy
• Direct experience in commercial GTM roles selling or supporting sales of B2B software solutions to enterprise customers
• Proven experience designing territories, setting quotas, and building variable compensation plans for enterprise sales teams
• Track record of building sales capacity models, productivity frameworks, and headcount planning processes
• Extensive experience with enterprise CRM systems (Salesforce required) and business intelligence tools
• Proven ability to influence and partner with C-level stakeholders and senior sales leadership
• Track record of developing industry-specific frameworks, sales plays, and value propositions

Preferred Qualifications:

• Experience at high-growth B2B SaaS companies, particularly in industry-focused GTM or vertical sales roles
• Background in AI/ML, cloud infrastructure, or enterprise software companies serving multiple industries
• Track record of scaling sales organizations through 3x+ growth periods in B2B software
• MBA or advanced degree
• Experience building industry-specific go-to-market motions from scratch
• Direct enterprise sales or sales engineering experience in complex, multi-stakeholder environments
• Experience with emerging technologies (AI, ML) in enterprise contexts
• Management consulting experience with focus on industry strategy or commercial excellence

Benefits:

• Annual compensation range: €140,000 - €200,000 EUR
• Minimum education: Bachelor’s degree or an equivalent combination of education, training, and/or experience
• Required field of study: A field relevant to the role as demonstrated through coursework, training, or professional experience
• Minimum years of experience: Years of experience required will correlate with the internal job level requirements for the position
• Location-based hybrid policy: Currently, we expect all staff to be in one of our offices at least 25% of the time. However, some roles may require more time in our offices.
• Visa sponsorship: We do sponsor visas! However, we aren't able to successfully sponsor visas for every role and every candidate. But if we make you an offer, we will make every reasonable effort to get you a visa, and we retain an immigration lawyer to help with this.

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Key responsibilities include:

• Leading the end-to-end implementation and configuration of our ICM platform, including plan modeling, crediting rules, quota management, and payout calculations
• Translating compensation plan documents into system logic, ensuring accurate and auditable calculation outputs
• Designing and maintaining system workflows for plan changes, exceptions, and adjustments
• Developing and executing testing strategies to validate system accuracy before each compensation cycle
• Providing technical guidance during plan design discussions, advising on system capabilities and constraints

In addition, you will build and maintain integrations between the ICM platform and source systems (CRM, ERP, HRIS, billing platforms), ensure data integrity across the compensation data pipeline, and document data flows, transformation logic, and system dependencies.

You will serve as the primary system administrator for the ICM platform, managing user access, security, and system health, and identify opportunities to streamline and automate compensation processes, reducing manual intervention and cycle time.

You will also build and maintain reporting infrastructure within the ICM platform to support compensation dashboards and attainment tracking, and partner with Revenue Operations and Accounting to deliver accurate, timely compensation data for forecasting and accruals.

To be successful in this role, you will need 5+ years of experience implementing or administering ICM platforms, strong technical skills with experience in SQL, data integration tools, and system configuration, and proven ability to translate business requirements into system logic and maintain accurate, auditable calculations.

You will also need experience managing data pipelines and ensuring data quality across integrated systems, strong problem-solving skills with a systematic approach to debugging and root cause analysis, excellent documentation practices, and ability to communicate technical concepts to non-technical stakeholders.

The annual compensation range for this role is $190,000-$270,000 USD.

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You will serve as a trusted advisor and operational force multiplier, bringing deep B2B SaaS expertise to help teams achieve revenue targets while building scalable frameworks that drive industry-specific customer success.

Responsibilities:

Enterprise Strategy & Analysis:

• Partner with sales and regional leaders to develop go-to-market strategy, motions, country/region prioritisation and sector focus and strategy. Refine industry-specific go-to-market strategies across key verticals (e.g., Financial Services, Healthcare, Technology, Retail, Manufacturing etc.)

• Identify Industry customer needs, pain points etc. and share feedback cross functionally to guide solution building across global teams such as product, engineering, finance, legal etc.

• Build and maintain industry-specific value propositions, use cases, and sales playbooks

• Drive territory and account segmentation strategies based on industry characteristics and opportunity

• Establish industry benchmarks and best practices to guide sales approach and prioritization

• Work with Finance on target setting, planning and bottom-up modeling

Go-to-Market Strategy & Execution:

• Develop comprehensive industry frameworks that standardize how customers in each vertical derive value from our solutions

• Drive quarterly, semi-annual, and annual planning cycles for industry-focused GTM segments

• Analyze industry-specific sales metrics and pipeline dynamics to develop proactive insights

• Partner with Account Executives to evolve sales motions and industry best practices based on vertical nuances

• Continuously evaluate market opportunities, competitive positioning, and whitespace within target industries

Cross-Functional Leadership:

• Lead collaboration across Strategy and RevOps, Sales Enablement, Strategic Finance, Product, and Marketing teams to ensure industry alignment

• Work with Product teams to communicate industry-specific feature requirements and market feedback

• Prepare executive-level materials including industry performance reviews, strategic planning sessions, and board updates

• Drive alignment across teams to ensure consistent execution of industry-specific go-to-market strategies

• Partner with Marketing on industry-focused campaigns, events, and thought leadership initiatives

Operational Excellence:

• Remove operational bottlenecks specific to complex industry sales cycles and compliance requirements

• Execute critical processes including strategic account transitions, industry-specific CRM configurations, and vertical market data management

• Optimize sales technology stack and ensure effective adoption of Salesforce and other sales tools

• Establish sales process methodology, qualification criteria, and stage definitions for consistent execution

• Ensure smooth operations across complex, multi-stakeholder sales motions typical in enterprise B2B software

You may be a good fit if you have:

• 10+ years of experience in B2B SaaS or enterprise software, with focus on sales strategy, revenue operations, industry consulting, or commercial roles

• Deep expertise in one or more enterprise industry verticals with proven track record of driving growth in those markets

• Strong analytical capabilities with demonstrated ability to convert complex industry data into actionable insights and strategy

• Direct experience in commercial GTM roles selling or supporting sales of B2B software solutions to enterprise customers

• Proven experience designing territories, setting quotas, and building variable compensation plans for enterprise sales teams

• Track record of building sales capacity models, productivity frameworks, and headcount planning processes

• Extensive experience with enterprise CRM systems (Salesforce required) and business intelligence tools

• Proven ability to influence and partner with C-level stakeholders and senior sales leadership

• Track record of developing industry-specific frameworks, sales plays, and value propositions

• Bachelor's degree in business, economics, or related field

Strong candidates may also have:

• Experience at high-growth B2B SaaS companies, particularly in industry-focused GTM or vertical sales roles

• Background in AI/ML, cloud infrastructure, or enterprise software companies serving multiple industries

• Track record of scaling sales organisations through 3x+ growth periods in B2B software

• MBA or advanced degree

• Experience building industry-specific go-to-market motions from scratch

• Track record of scaling sales organisations through 3x+ growth periods in B2B software

• Direct enterprise sales or sales engineering experience in complex, multi-stakeholder environments

• Experience with emerging technologies (AI, ML) in enterprise contexts

• Management consulting experience with focus on industry strategy or commercial excellence

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In this role, you will have the opportunity to work in a dynamic, fast-paced, high-growth environment. We are looking for a detail-oriented, self-motivated team player who is passionate about delivering quality results.

Key responsibilities include:

• Analyzing and operationalizing complex transactions in accordance with U.S. GAAP, including those related to stock-based compensation, business combinations, leases, capitalized software, and equity.

• Collaborating cross-functionally with internal stakeholders throughout the organization (e.g., legal, finance, corporate accounting) and external stakeholders (e.g., auditors, valuation specialists).

• Developing and maintaining Scale’s accounting policies in alignment with U.S. GAAP and evolving business needs.

• Preparing consolidated financial statements and related footnotes for audit.

• Supporting monthly accounting process, including preparation or review of journal entries related to technical accounting transactions.

• Monitoring, assessing, and implementing new accounting pronouncements applicable to the company.

Ideal candidates will have:

• A Bachelor’s degree with a major in accounting; CPA heavily preferred.

• 5+ years of progressive experience in public accounting (or a combination of public accounting and private industry experience); Big 4 experience preferred.

• In-depth knowledge of U.S. GAAP and financial reporting requirements, including the ability to research and apply technical guidance.

• Ability to prioritize tasks and solve problems in a fast-paced environment.

• Proven ability to communicate complex accounting concepts clearly.

• Experience developing and operationalizing accounting policies and procedures.

• Excellent problem-solving skills and high level of attention to detail.

Nice to haves:

• Experience working in a high-growth startup environment.

• Experience with our key systems (NetSuite, Workiva).

Compensation packages at Scale for eligible roles include base salary, equity, and benefits. The range displayed on each job posting reflects the minimum and maximum target for new hire salaries for the position, determined by work location and additional factors, including job-related skills, experience, interview performance, and relevant education or training.

Scale employees in eligible roles are also granted equity based compensation, subject to Board of Director approval. Your recruiter can share more about the specific salary range for your preferred location during the hiring process, and confirm whether the hired role will be eligible for equity grant.

You’ll also receive benefits including, but not limited to: Comprehensive health, dental and vision coverage, retirement benefits, a learning and development stipend, and generous PTO. Additionally, this role may be eligible for additional benefits such as a commuter stipend.

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In this role, you will contribute rigorous technical accounting analysis, clear written explanations, and sound professional judgment that help train AI models to address complex, non-routine accounting issues.

Working closely with engineering and research teams, you will evaluate sophisticated accounting scenarios and guide how AI systems interpret and apply authoritative U.S. GAAP, SEC guidance, and company-level accounting policy considerations.

Your contributions will directly impact the accuracy, consistency, and reliability of AI-generated accounting conclusions.

You will draw on hands-on experience across technical financial reporting areas,such as revenue recognition, business combinations, consolidations, equity compensation, leases, financial instruments, and disclosures,to analyze challenging fact patterns similar to those encountered in Big 4 engagements, national office consultations, or technical accounting memo development.

This role is well suited for technical accounting professionals who thrive in fast-paced, intellectually demanding environments and are comfortable working with evolving prompts, guidance, and objectives.

Responsibilities:

• Use proprietary software applications to provide input/labels on defined projects.
• Support and ensure the delivery of high-quality curated data.
• Play a pivotal role in supporting and contributing to the training of new tasks, working closely with the technical staff to ensure the successful development and implementation of cutting-edge initiatives/technologies.
• Interact with the technical staff to help improve the design of efficient annotation tools.
• Choose problems from corporate accounting fields that align with your expertise, providing rigorous solutions and model critiques where you can confidently provide detailed solutions and evaluate model responses.

Basic Qualifications:

• Experience in technical accounting, audit, or accounting advisory roles within a public accounting firm or specialized accounting advisory practice, with exposure to complex GAAP and SEC-reporting environments.
• Demonstrated ability to research and apply U.S. GAAP and other authoritative guidance to non-routine or judgment-intensive accounting issues.
• Strong written communication skills in English, with the ability to document accounting conclusions clearly and logically.
• Proficiency in navigating authoritative accounting resources, including FASB Codification, SEC EDGAR, public-company filings, and accounting policy documentation.
• Strong analytical judgment and the ability to reach defensible accounting conclusions in situations involving ambiguity or incomplete information.
• Interest in applying technical accounting expertise to emerging technologies and AI-driven accounting analysis.

Preferred Skills and Experience:

• CPA license in good standing.
• Experience in national office, technical accounting advisory, or SEC-focused roles, including ownership of complex or novel accounting issues.
• Demonstrated leadership in developing, reviewing, or approving technical accounting memoranda, accounting policies, or position papers for significant transactions or reporting matters.
• Deep familiarity with SEC disclosure requirements, including hands-on review of 10-K/10-Q footnotes, critical accounting policies, or MD&A from a technical accounting perspective.
• Teaching, training, or mentoring experience in advanced or technical accounting topics, including firm-level technical training or academic instruction.
• Contributions to professional thought leadership, such as publications, presentations, or firm-issued accounting guidance.

Location and Other Expectations:

• Tutor roles may be offered as full-time, part-time, or contractor positions, depending on role needs and candidate fit.
• For contractor positions, hours will vary widely based on project scope and contractor availability, with no fixed commitments required.
• Tutor roles may be performed remotely from any location worldwide, subject to legal eligibility, time-zone compatibility, and role specific needs.
• For US based candidates, please note we are unable to hire in the states of Wyoming and Illinois at this time.
• We are unable to provide visa sponsorship.
• For those who will be working from a personal device, your computer must be a Chromebook, Mac with MacOS 11.0 or later, or Windows 10 or later.

Compensation and Benefits:

US based candidates: $45/hour - $100/hour depending on factors including relevant experience, skills, education, geographic location, and qualifications. International candidates: Information will be provided to you during the recruitment process. Benefits vary based on employment type, location and jurisdiction. Benefits for eligible U.S. based positions include health insurance, 401(k) plan, and paid sick leave. Specific details and role specific information will be provided to you during the interview process. xAI is an equal opportunity employer. For details on data processing, view our Recruitment Privacy Notice.

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Responsibilities: Work on human resources and talent problems from real-world business scenarios that align with your expertise, providing accurate solutions, detailed annotations, and model critiques where you can confidently evaluate responses (e.g., talent acquisition strategy, compensation benchmarking, performance management design, employee relations cases, and organisational design scenarios). Utilise proprietary software to provide accurate input and labels to deliver high-quality data. Collaborate with technical staff to improve the design of efficient annotation tools. Interpret, analyse, and execute tasks based on evolving instructions, maintaining precision and adaptability.

Qualifications: 5+ years of practical HR or talent experience (hands-on role in talent acquisition, compensation, employee relations, or HR business partnering). Proficiency in HRIS and talent platforms (e.g., Workday, Greenhouse, Lever, BambooHR) and compensation tools (e.g., Radford, Payscale). Strong judgment in evaluating sensitive people issues, policy decisions, and organisational dynamics. Ability to navigate HR resources such as employment laws, compensation benchmarks, employee handbooks, and engagement survey data. Proficiency in reading and writing informal and professional English. Strong communication, interpersonal, analytical, and organisational skills. Excellent reading comprehension and ability to exercise autonomous judgment with limited data. Passion for technological advancements and innovation in business.

Location and Other Expectations: Tutor roles may be offered as full-time, part-time, or contractor positions, depending on role needs and candidate fit. For contractor positions, hours will vary widely based on project scope and contractor availability, with no fixed commitments required. On average most projects may involve at least 10 hours per week to achieve deliverables effectively though this is not a fixed commitment and depends on the scope of work. Contractors have full flexibility to set their own hours and determine the exact amount of time needed to complete deliverables. Tutor roles may be performed remotely from any location worldwide, subject to legal eligibility, time-zone compatibility, and role specific needs. For US based candidates, please note we are unable to hire in the states of Wyoming and Illinois at this time. We are unable to provide visa sponsorship. For those who will be working from a personal device, your computer must be a Chromebook, Mac with MacOS 11.0 or later, or Windows 10 or later.

Compensation and Benefits: US-based candidates: $45/hour - $100/hour depending on factors including relevant experience, skills, education, geographic location, and qualifications. International candidates: Information will be provided to you during the recruitment process. Benefits vary based on employment type, location and jurisdiction. Benefits for eligible U.S. based positions include health insurance, 401(k) plan, and paid sick leave. Specific details and role specific information will be provided to you during the interview process.

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Key Responsibilities:

• Serve as a dedicated thought partner and strategic advisor to leadership, driving organizational design, talent development, and proactive team performance management.
• Lead high-impact employee engagement strategies, translating survey data into concrete initiatives that champion a culture of belonging, feedback, high performance, and retention.
• Lead and guide managers through core talent processes, including performance management, talent reviews, succession planning, and compensation programs (merit, promotion, and salary structure updates).
• Provide essential coaching to managers on complex employee relations issues, reasonable accommodation requests, and offboarding, ensuring compliance, fairness, and empathy.
• Utilize data and people analytics to continuously identify and implement improvements that enhance the overall employee experience and operational efficiency of the People function.

Minimum Qualifications:

• 7+ years of progressive HR experience including 3+ years as a strategic Business Partner.
• Bachelor’s Degree or equivalent experience.
• Deep understanding of employment-related laws and regulations.
• Required industry experience includes healthcare; value-based care is preferred, and technology experience is a plus.
• Proven track record and desire for process improvement.
• Superior written and verbal communication skills.

Preferred Qualifications:

• Previous compensation administration experience strongly preferred
• Combination of start up and established organization experience preferred
• SHRM-CP, SHRM-SCP, PHR, or SPHR Certification preferred

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The ideal candidate will possess a deep understanding of sales processes, compensation best practices, and strong leadership skills to manage the end-to-end compensation cycle, specifically within the high-tech industry.

Key responsibilities include:

• Leading the annual review and design process for all sales incentive compensation plans, ensuring alignment with corporate strategy, sales goals, competitive market data, and industry best practices.

• Modelling, analysing, and forecasting the financial impact of proposed compensation plan changes, presenting data-driven recommendations to executive leadership.

• Collaborating with Sales, Finance, HR, and Legal teams to ensure plan feasibility, compliance, and effective rollout.

• Overseeing the end-to-end administration of sales compensation, including territory and quota management, data integrity, calculation, and conflict resolution.

• Managing and optimising the sales compensation process to ensure accurate and efficient compensation calculations.

• Evaluating and leading implementation of a robust, scalable compensation system.

• Developing and maintaining documentation, policies, and procedures related to sales compensation plans and processes.

• Ensuring compliance with all internal policies and external regulations.

• Generating regular and ad-hoc compensation reports and dashboards to provide insights into plan performance, sales effectiveness, and cost of sales.

• Conducting quarterly and annual audits of compensation data and calculations to ensure accuracy and resolve discrepancies.

• Analysing sales attainment, plan effectiveness, and making data-driven recommendations for plan adjustments.

• Serving as the primary subject matter expert on all sales compensation matters, including industry standards and emerging trends.

• Developing and delivering training materials and presentations to educate the sales force and management on compensation plan details and changes.

• Mentoring and guiding junior team members, fostering a culture of accuracy, accountability, and continuous improvement.

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Responsibilities:

• Collaborate with leadership to develop and refine compensation strategies that align with company goals, industry benchmarks, and talent needs.
• Manage and administer the company’s equity compensation programs, including stock options, RSUs, and other equity-based incentives.
• Conduct regular salary benchmarking and compensation market analysis to ensure competitive pay practices.
• Execute compensation programs for international teams, taking into account regional market trends, currency differences, taxation, and local compliance requirements.
• Use data analytics to provide insights and recommendations on compensation trends, program effectiveness, and employee retention.
• Provide support and education to employees regarding compensation policies, including equity programs.
• Partner with HR, Finance, Legal, and senior leadership to ensure alignment on compensation-related decisions.

Qualifications:

• Bachelor's degree in Human Resources, Business Administration, Finance, or a related field.
• 5+ years of experience in compensation, with at least 2 years focused on equity compensation management and global compensation strategies for Pre-IPO companies.
• Proven experience designing and implementing compensation programs in a startup or high-growth environment.
• Deep knowledge of compensation principles, job evaluation, salary benchmarking, and equity compensation programs.
• Expertise in domestic and international compensation practices, including regulatory requirements and tax implications.
• Strong analytical skills with the ability to interpret compensation data and present insights to leadership.
• Experience with compensation management software (e.g., Workday, PayScale, Carta, or similar).

Benefits:

• Medical Insurance: Comprehensive health insurance plans covering a range of services.
• Dental and Vision Insurance: Coverage for routine dental check-ups, orthodontics, and vision care.
• Time Off: Generous PTO and Holidays.
• Parental Leave: Paid maternity and paternity leave to support new parents.
• Competitive Salary: Industry-standard salaries with opportunities for performance-based bonuses.
• Retirement Plan: 401(k) plan with company match.
• Stock Options: Equity options to give employees a stake in the company’s success.
• Life and Disability Insurance: Basic life insurance and short- and long-term disability coverage.
• Pet Insurance: Discounted pet insurance options including 24/7 Telehealth helpline.

Additional Perks:

• Free lunch benefit and unlimited free drinks and snacks in the office.

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This role will support the company’s obligations under U.S. federal securities laws and SEC regulations, advise on public company reporting and disclosure, partner with senior leadership to manage securities-related legal risks, and assist with day-to-day corporate matters.

As Senior Corporate Counsel, you will lead drafting, review and revision of SEC filings, including annual and quarterly reports, 8-K filings, Section 16 filings, and other filings as needed. You will also lead planning for annual meeting matters, including proxy statements, shareholder communications, and other governance-related disclosures.

You will monitor developments and serve as the key subject-matter expert in securities laws, SEC guidance, Nasdaq requirements, and corporate governance best practices, and advise on potential impacts. You will advise on securities law compliance, including insider trading policies, the handling of material non-public information, shareholder proposals, and other matters.

You will advise on Regulation FD and public disclosure and assist in review of investor and public relations materials to ensure compliance with securities laws. You will support the company’s corporate governance function, including direct facilitation of board and committee processes, governance policies, and director/officer compliance.

You will serve as a subject-matter expert on legal aspects of stock-based compensation and equity plan administration. You will assist in corporate policy reviews and improving policy practices and processes, and assist with related training.

You will contribute to subsidiary management and compliance matters. You will assist on M&A and business development initiatives, as needed. You will provide advice and support on various corporate matters as they arise.

We are looking for a J.D. degree from an accredited law school; member in good standing of at least one U.S. state bar. You should have 5-7+ years of legal experience, including law firm experience, with significant focus on securities law, SEC reporting, and public company governance.

You should have deep knowledge of the '33 Act, '34 Act, SEC rules and regulations, and Nasdaq listing standards. You should have strong communication skills, with the ability to convey complex legal concepts to non-legal audiences.

You should have excellent drafting skills, organisational skills, and attention to detail. You should be able to lead, manage, and prioritise competing projects from inception through completion in a collaborative, fast-paced environment.

You should have excellent interpersonal skills with the ability to collaborate cross-functionally and advise senior leadership with sound judgment and practical solutions.

Bonus points for experience in similar in-house roles, experience representing newly public companies and emerging growth companies, experience supporting clients in the healthcare industry or in digital care delivery.

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The ideal candidate will have deep knowledge of equity plan administration, strong attention to detail, and the ability to collaborate cross-functionally with HR, Finance, Legal, and external vendors.

As a Senior Stock Administrator, you will be responsible for managing day-to-day operations of Omada's equity programs, including grants, exercises, releases, and ESPP purchases. You will maintain accurate participant records in equity systems and ensure compliance with SEC, IRS, and other regulatory requirements.

You will prepare equity-related reports for Finance, HR, and Legal and support quarterly and annual financial reporting requirements (ASC 718). You will partner with HR, Payroll, Finance, and Legal to ensure seamless integration of equity transactions with payroll and accounting processes.

You will identify and implement enhancements to equity administration processes and systems to improve efficiency and accuracy. You will respond to employee inquiries regarding equity awards, plan rules, and tax implications.

You will assist with internal and external audits related to equity compensation and act as a functional architect to design and implement automated workflows using Alteryx and advanced data tools, reducing manual intervention, scaling our operations, and enhancing controls.

Requirements:

• Bachelor's degree or equivalent experience
• 5+ years of relevant experience in equity administration, preferably in a public company environment
• Complete knowledge of equity compensation types (RSUs, stock options, ESPP) and related tax/regulatory requirements
• Experience with equity administration platforms (e.g., Shareworks, Equity Edge, Carta)
• Strong analytical skills and attention to detail
• Excellent communication skills, with the ability to explain complex topics to non-experts
• Ability to work independently and manage multiple priorities

Bonus Points for:

• CEP (Certified Equity Professional) designation
• Experience in a newly public or high-growth tech company
• Familiarity with SOX compliance requirements
• Experience integrating equity systems with HRIS and payroll platforms and building workflows with Alteryx

Benefits:

• Competitive salary with generous annual cash bonus
• Equity grants
• Remote first work from home culture
• Flexible Time Off to help you rest, recharge, and connect with loved ones
• Generous parental leave
• Health, dental, and vision insurance (and above market employer contributions)
• 401k retirement savings plan
• Lifestyle Spending Account (LSA)
• Mental Health Support Solutions

We are an equal opportunity workplace and affirmative action employer. We are committed to equal opportunity regardless of race, color, religion, sex, gender identity, national origin, ancestry, citizenship, age, physical or mental disability, legally protected medical condition, family care status, military or veteran status, marital status, domestic partner status, sexual orientation, or any other basis protected by local, state, or federal laws.

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As an early member on a newly formed recruiting team, you will tackle niche, complex searches by employing strategic and innovative sourcing and networking techniques, staying abreast of talent and market trends across the broader banking, financial services, and fintech industries, and serve as an embedded partner to Mercury's founders, board, investor talent partners, and current executive-level hiring managers to recruit for Director to C-suite leadership needs across Mercury's business.

Responsibilities:

• Develop a deep understanding of Mercury's values, brand, products, and business model
• Work closely with Mercury's founders and executive-level hiring managers and interviewers to design interview panels, proactively network within the industry, source strong candidates who meet the needs of the business, and close candidates by positioning Mercury as an innovative fintech leader
• Shape what success looks like on a newly formed recruiting team, and hold a high culture and hiring bar to ensure we're able to attract and retain best-in-class Executive talent
• Position yourself as a true strategic partner to Mercury's leadership teams by keeping abreast of fintech and banking industry trends and talent market, and building a deep understanding of the U.S. banking and financial regulatory environment
• Be a strong advocate for building inclusive, diverse teams across all Executive leadership levels, and guide hiring teams towards unbiased hiring decisions
• Identify and engage top talent through both passive and active channels, and deliver an exceptional candidate experience as an embodiment of Mercury's culture and values
• Have the opportunity to lead 0 > 1 recruiting efforts as Mercury expands our business and products, which will require hiring Executives with niche skill sets and/or regulatory knowledge
• Be comfortable working with data and interpreting the story it tells into actionable insights, business recommendations, performance improvements, and recruiting process enhancements

Requirements:

• 7+ years of experience in full-cycle recruiting, with ideally 4+ years focused in leadership and executive hiring
• Experience hiring technical leaders, with exposure to several technical orgs including Engineering, Product, Design, Data Science, Creative, and/or Marketing
• Deep experience recruiting for Director to C-Suite Executive talent, ideally in a high-growth, rapidly changing business environment
• Experience influencing and partnering with founders and/or Executive-level stakeholders and hiring managers, and be a trusted hiring partner and strategic advisor to their teams
• Strong sourcing, research, and networking skills, with the ability to engage the appropriate talent proactively for longer-term hiring needs and/or when working on confidential searches
• Experience partnering with Board members, investor talent agencies, external executive search firms, and understand how to broadly leverage relevant industry network ecosystems
• Experience partnering with the broader People functions, such as HRBP and Compensation, to participate in organizational discussions and understand industry compensation insights
• Enjoy building diverse, inclusive, and high-performing teams, and lead with deep empathy, kindness, and care for the work you do

Total Rewards Package: The total rewards package at Mercury includes base salary, equity, and benefits.

Salary and Equity Ranges: Our salary and equity ranges are highly competitive within the SaaS and fintech industry and are updated regularly using the most reliable compensation survey data for our industry. New hire offers are made based on a candidate’s experience, expertise, geographic location, and internal pay equity relative to peers.

Target New Hire Base Salary Ranges:

• US employees in New York City, Los Angeles, Seattle, or the San Francisco Bay Area: $199,000 - $225,000
• US employees outside of New York City, Los Angeles, Seattle, or the San Francisco Bay Area: $180,000 - $202,400

Diversity & Belonging: Mercury values diversity & belonging and is proud to be an Equal Employment Opportunity employer. All individuals seeking employment at Mercury are considered without regard to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, sexual orientation, or any other legally protected characteristic.

Reasonable Accommodations: We are committed to providing reasonable accommodations throughout the recruitment process for applicants with disabilities or special needs. If you need assistance, or an accommodation, please let your recruiter know once you are contacted about a role.

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Responsibilities:

• Partner closely with our recruiting, people partner & finance teams acting as a trusted advisor.
• Advise senior leaders on compensation decisioning balancing business needs with alignment to our compensation philosophy & pay equity principles.
• Support & evolve our compensation programs, such as our annual merit cycle, market analyses, and off-cycle review ensuring they are efficient, thoughtful and effective.
• Influence leadership to think critically about pay and equity
• Lead efforts to educate Mercury employees (both managers and ICs) on our compensation philosophy, ensuring appropriate transparency
• Lead and develop a people analytics strategy, enabling us to proactively identify & communicate key trends to Executive stakeholders.
• Leverage people analytics data to inform compensation decisions & proactive market inquiries.

Requirements:

• Experience running and building compensation programs at a high growth, quickly scaling company
• Willingness to influence and advocate for philosophies you believe in
• Obsessive over accuracy and pay strong attention to detail
• Love building processes that can scale in a thoughtful and organized way
• Love playing in data and have rigorous data analytics skills
• Have a high level of integrity and the ability to handle confidential information discreetly
• Have a passion for working efficiently with great tools, suggest new tools where there are opportunities for improvement, and be willing to learn the tools we are currently using
• Have a ton of fun while doing everything above

Total rewards package at Mercury includes base salary, equity (stock options), and benefits. Our salary and equity ranges are highly competitive within the SaaS and fintech industry and are updated regularly using the most reliable compensation survey data for our industry. New hire offers are made based on a candidate's experience, expertise, geographic location, and internal pay equity relative to peers.

Target new hire base salary ranges for this role are:

• US employees in New York City, Los Angeles, Seattle, or the San Francisco Bay Area: $132,400 - $165,500
• US employees outside of New York City, Los Angeles, Seattle, or the San Francisco Bay Area: $119,200 - $149,000

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We offer weight management, primary care, nutrition counseling, and health coaching. Our care model combines in-clinic and virtual care to bring support to patients where and when they need it.

As Vice President of Clinical Operations, you will be responsible for building our world-class obesity medicine and primary care clinical teams across the country. You will work in tandem with our Chief Medical Officer and Chief Operating Officer to build the culture, set the goals, and build the team and infrastructure necessary to achieve best-in-class clinical outcomes for our patients.

Responsibilities:

• Design and scale hybrid care delivery models across in-clinic and national virtual care, including interdisciplinary teams and share resource allocation across markets.
• Build a deep understanding and empathy for our adult and adolescent metabolic health patients, and our adult primary care patients
• Embody the knownwell mission and values of compassion, integrity and patient inclusivity in how we deliver care
• Create the organizational structure, recruiting, onboarding, training, performance management and incentive programs to ensure that we are delivering exceptional patient care
• Quantify, measure and track our clinical team’s impact

Recruit and build a world-class, multi-disciplinary clinical organization.

• Collaborate with our Talent team to implement a rigorous interview and hiring process that identifies and attracts high-performing clinicians across the country
• Inspire and attract great clinicians to join our mission-driven team
• Engage talent across disciplines (physicians, nurses, dietitians, social workers, pharmacists and beyond)

Maintain industry-leading retention and satisfaction amongst the clinical team.

• Create an environment where clinicians feel empowered to provide exceptional patient care
• Design and implement a clinical compensation model that drives best in class care as well as clinician satisfaction
• Anticipate future patient growth across multiple geographies and ensure that our existing clinical team and recruiting process will successfully meet this demand

Drive operational efficiency for our clinicians and build all of the supporting functions to maintain a high-performing team.

• Build the Learning & Development, Quality & Training, Clinical Informatics, Licensure & Credentialing teams and infrastructure
• Ensure that our clinicians stay current with licensure and appropriate re-certifications

Contribute to clinic/market P&L performance, including clinician productivity, labor cost management, and contribution margin; oversee key drivers such as visit unit economics (RPV, ADV), utilization, and access.

• Design and evolve productivity-based compensation models (e.g., RVU frameworks), including performance reporting, benchmarking, and alignment to quality and business outcomes

Engage with cross-departmental partners to ensure alignment and drive outcomes.

• Build a trusting and collaborative relationship with other functions at the company, including (but not limited to) Product, Technology, Finance, HR and Recruiting
• Coordinate with the broader care team to ensure that our clinicians and patients have the support that they need

You have:

• Training and experience working as a clinician (preferred but not required in primary care or obesity medicine)
• 10+ years of experience in clinical operations or care delivery
• Experience operating in a startup or early-stage, high-growth healthcare environment, with the ability to build systems, structures, and teams from the ground up in a resource-constrained setting.
• A track record of outstanding leadership and experience managing a care delivery organization of more than 50 clinicians across multiple geographies
• Experience empowering high-performing teams, especially through periods of rapid growth
• Familiarity and experience with fee-for-service in-person and virtual care. Value-based care experience is ideal, but not required
• Enthusiasm to learn from, lead and inspire a diverse team of physicians, APP’s, health coaches, and other staff
• Excellent communication, listening, and interpersonal skills
• Self-motivation and drive, with a demonstrated ability to deliver on projects from concept to implementation with minimal coaching
• Facility measuring outcomes and using data to drive decisions
• Familiarity with athena would be ideal but is not a required qualification

Additional Information

Pay & Perks:

• Hybrid Opportunity
• Medical, dental, and vision insurance
• 401K retirement plan with company match
• Up to 20 days of PTO per year + company holidays
• Up to 14 weeks of parental leave (12 for non-birthing parents)
• Annual work from home stipend for remote employees

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You will have a primary focus on the LATAM region, partnering with key departments across the organization and supporting global HR programs where needed. This role is based out of São Paulo, Brazil, and is a full-time position where it is required to come into our office at complexo JK Iguatemi (2-3 days/week).

Job Responsibilities:

• Partner with business teams as their primary HR contact, coaching managers and supporting the full employee lifecycle in close collaboration with the broader People team to maximize engagement and business execution.
• Focus on manager coaching, organizational design, change leadership and communication, and talent management.
• Influence business and talent initiatives that support short- and long-term goals, including driving practices that enable high performance and operational excellence.
• Recommend, develop, and implement HR processes to further scale the business as we grow.
• Provide counsel and guidance on employee relations situations with sound judgment and a people-first approach.
• Lead core HR processes including performance calibration, compensation review cycles, and promotions.
• Drive practices that increase employee engagement and satisfaction across the region.
• Model and actively reinforce Jeeves' cultural values in all aspects of the role.
• Oversee and manage on-site events in São Paulo, while collaborating with Country Managers in Mexico and Colombia to coordinate local office activities.

Requirements:

• 5+ years of experience in an HRBP role, or an equivalent combination of HRBP and HR Generalist experience.
• Bachelor's degree in HR, Psychology, Business, or a related field.
• Excellent communication skills, including effective facilitation, active listening, and clear written communication.
• Strong analytical thinking, problem-solving, and decision-making capabilities.
• Effective coaching skills, solid business acumen, and the ability to influence colleagues at all levels of the organization.
• Knowledge of HR programs and practices, including applicable employment laws and regulations across the LATAM region.
• Fluent in English and Portuguese. Jeeves is a global company and English is our internal language across regions. Spanish is a plus.
• Agile and able to adapt quickly in a fast-moving, evolving environment.
• Collaborative, team-oriented, and low-ego approach to getting things done.

AI Competency Requirements:

• Comfortable using AI productivity tools (e.g., Claude, ChatGPT, Copilot) to support day-to-day work , including drafting communications, building frameworks, synthesizing data, and accelerating research.
• Able to critically evaluate AI-generated outputs, understanding common limitations such as factual errors, bias, and gaps in legal or regional context.
• Working knowledge of data privacy considerations when using AI tools in an HR context, including appropriate boundaries around employee data.
• Experience or genuine interest in applying AI to HR workflows such as job description writing, interview guide development, engagement survey analysis, and manager communications.
• Proactively identifies opportunities to reduce manual, repetitive work through AI so that more time can be spent on strategic and human-facing priorities.
• Committed to responsible, human-centered AI use , ensuring that AI augments rather than replaces human judgment in hiring, performance, and employee relations decisions.
• Stays current on developments in AI tools and their application in HR, including awareness of relevant regulatory considerations in the LATAM region.

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We believe the future of law will be built by 'AI-Native Law Firms' - firms that are managed, scaled, and optimized by intelligent systems rather than manual processes and endless administrative work.

Our technology augments the capabilities of attorneys across every stage of a case - from intake and document review to strategy and settlement - so they can focus on what truly matters: achieving the best outcomes for their clients.

This is an opportunity to join a fast-growing, mission-driven company during a pivotal stage. You will have a significant voice in shaping our People strategy and culture while partnering closely with senior leadership.

Strategic People Leadership

• Build and provide guidance to the People function by overseeing talent acquisition, career development, succession planning, retention, training, leadership development, compensation and benefits globally

• Function as a strategic business advisor to executive and senior management regarding key organizational and management issues

• Develop and implement comprehensive People strategy that effectively communicates and supports the company’s mission and strategic vision that is scalable domestically and globally

Performance, Compensation & Growth

• Lead performance management from strategy through execution

• Develop career frameworks, leveling guides, and manager enablement programs aligned with company goals

• Partner with leadership on compensation philosophy, equity strategy, and benchmarking tools

Employee Experience & Growth

• Fosters a high-performance, inclusive company culture that is grounded in accountability, transparency and operational excellence

• Own employee relations, partnering closely with managers on coaching, development, and conflict resolution

• Develop and implement comprehensive compensation and benefit plans that are competitive which attract and retain top talent

People Operations & Compliance

• Manage the development and implementation of policies, procedures and programs to support people operations that maximize efficiency and effectiveness

• Ensure all People functions are compliant with relevant laws, regulations and best practices in partnership with legal

• Ensure People function is scalable, data-driven, and highly effective

What We're Looking For

• 15+ years of HR experience, with at least five years of leadership experience and people management

• A strategic leader who has created or significantly scaled People functions at fast-growth startups

• A thoughtful operator who balances empathy with strong business judgment and handles sensitive matters with discretion

• An influential communicator who builds credibility and trust across all levels of the organization

• A systems thinker passionate about delivering exceptional employee experiences backed by operational rigor

• Experienced with modern People tools such as Pave, TriNet, or related platforms

• Hands-on, resourceful, and eager to roll up your sleeves and build from zero to one

You'll Thrive In This Role If You

• Have successfully led complex HR initiatives independently and thrive in ambiguous, fast-changing environments

• Bring clarity, steadiness, and thoughtful planning to periods of rapid growth

• Are energized by designing scalable systems and processes in high-velocity settings

• See yourself as a strategic business partner, not just a functional People leader

• Want to leave a lasting impact on company culture and the foundational People infrastructure during a highly formative stage

Additional Information

Benefits: Competitive Salary & Equity, 401(k) Program with Employer Matching, Health, Dental, Vision and Life Insurance, Short Term and Long Term Disability, Commuter Benefits, Autonomous Work Environment, Office Setup Reimbursement, Flexible Time Off (FTO) + Holidays, Quarterly Team Gatherings, In office Perks

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Key responsibilities include:

• Systems Mastery: Own Rippling (PEO, 401(k), and integrations) as the primary power user, ensuring absolute data integrity and seamless system architecture.

• Onboarding Excellence: Oversee the technical and administrative logistics of the end-to-end employee lifecycle, with a focus on high-velocity, structured onboarding in a technical environment.

• Program Architecture: Build and scale automated, legally sound frameworks for Performance Management, Comp Cycles, and Equity.

• Policy Enforcement: Act as the final authority on HR policies, ensuring company-wide adherence to standards, safety protocols, and mandates.

• Compliance: Maintain rigorous compliance with Federal and California labor laws; proactively mitigate risks.

• Operational Execution: Direct administrative handling of complex employee relations, including leaves, ADA, and terminations.

• Framework Ownership: Evolve compensation bands and leveling guidelines in partnership with Business Ops.

• Payroll & Benefits: Manage end-to-end processing of payroll and benefits with high precision and attention to detail.

• Cross-Functional Partnership: Partner with Recruiting, Finance, and Legal on audits, workforce planning, and export-control (ITAR/EAR) compliance.

We are looking for a highly experienced and skilled individual with a strong background in HR/People Operations, particularly in a fast-growing tech environment. The ideal candidate will have advanced experience with Rippling PEO, payroll, and 401(k) administration, as well as deep functional knowledge of California-specific regulations and compliance requirements.

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Joining our collaborative community of Villagers, you'll leverage your deep expertise to shape organisational strategy, enhance the employee experience, and drive exceptional results in a fast-paced, intellectually curious environment.

This role offers the unique opportunity to lead complex people initiatives, from strategic compensation and succession planning to navigating the specific needs of our regulatory-bound teams, ensuring Anchorage continues to attract, develop, and retain the best talent in the financial services industry while upholding our commitment to integrity and excellence.

We have created the Factors of Growth & Impact to help Villagers better measure impact and articulate coaching, feedback, and the rich and rewarding learning that happens while exploring, developing, and mastering the capabilities and contributions within and outside of the People Business Partner, Corporate role:

Technical Skills

• Applies profound expertise in all facets of the employee lifecycle, including complex compensation structures, equity strategy, and robust performance management frameworks, specifically within a financial services context.

• Defines and refines HR strategies, processes, and programs for critical corporate functions (Global Operations, Compliance, Legal, Internal Audit), contributing directly to Anchorage’s overarching people and business objectives.

Complexity and impact of work

• Leverages independent judgment to navigate highly ambiguous and complex HR challenges, such as strategic compensation and succession planning for regulatory-bound teams, delivering innovative and compliant solutions.

• Leads mission-critical people projects and initiatives that significantly impact the effectiveness and success of Anchorage's corporate functions and overall organisational resilience.

• Drives the definition and execution of HR processes and operations, demonstrating extreme ownership and ensuring successful cross-functional implementation, with accountability for results across the organisation.

Organisational knowledge

• Engages directly with Anchorage leadership on critical strategic planning and decision-making, ensuring people strategies are deeply aligned with business objectives and future growth.

• Develops and champions people programs and initiatives that support Anchorage’s strategic objectives and foster an inclusive, high-performance culture across diverse teams, particularly those in regulatory environments.

• Acts as a cultural steward and role model, actively mentoring Villagers and fostering an environment of collaboration, integrity, and intellectual curiosity across teams.

Communication and influence

• Clearly articulates and influences critical people strategies and decisions with senior leadership, including navigating complex topics, often in situations requiring alignment across diverse stakeholders.

• Serves as a trusted strategic advisor and subject matter expert to leaders and Villagers across Global Operations, Compliance, Legal, and Internal Audit, guiding them in people-related matters.

• Mentors team members at various levels, fostering thoughtful discussions and providing leadership that shapes the direction of strategic people programs and initiatives organisation-wide.

You may be a fit for this role if you have:

• Demonstrated expertise in designing, implementing, and driving organisational HR strategies that align with business goals in a complex, regulated environment.

• Profound knowledge of the entire employee lifecycle, including talent acquisition, onboarding, performance management, growth & development, retention, and offboarding.

• Extensive experience navigating strategic compensation decisions, including equity planning, executive compensation, and total rewards philosophy, specifically within financial services firms.

• Proven ability to act as a strategic advisor and consultant to senior leaders, particularly within Global Operations, Compliance, Legal, and Internal Audit functions.

• Deep understanding of succession planning and workforce development strategies to build a robust talent pipeline and ensure long-term organisational success.

• Expertise in managing HR considerations and compliance for teams operating under regulatory requirements, demonstrating a strong grasp of risk management in HR.

• Exceptional communication, influencing, and conflict resolution skills, with the ability to engage effectively and build trust with all levels of the organisation, including executive leadership.

• Ability to work autonomously, demonstrate extreme ownership, and drive complex, cross-functional projects to successful completion, even in ambiguous situations.

Although not a requirement, bonus points if:

• You were emotionally moved by the soundtrack to Hamilton, which chronicles the founding of a new financial system. :)

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You will own compensation analysis and benchmarking, lead key compensation cycles, and partner closely with HR, Finance, and senior leadership to build an equitable and forward-looking total rewards framework.

The ideal candidate will have progressive experience in Total Rewards, Compensation, or People Operations, with a strong focus on compensation design and program management. They will possess deep expertise in compensation analysis, benchmarking (e.g., Radford, Mercer, Carta), and market pricing within a talent-competitive industry, ideally financial services, crypto, or fintech.

We have created the Factors of Growth & Impact to help Villagers better measure impact and articulate coaching, feedback, and the rich and rewarding learning that happens while exploring, developing, and mastering the capabilities and contributions within and outside of the Member of Total Rewards role:

Technical Skills:

• Possesses deep expertise in compensation design, benchmarking methodologies (e.g., Radford, Mercer, Carta), and end-to-end management of complex rewards programs (merit, bonus, equity).
• Applies advanced analytical skills to independently diagnose and creatively solve intricate total rewards challenges, contributing to the strategic evolution of compensation frameworks and job architecture.
• Proactively identifies and implements process improvements and scalable solutions for total rewards administration, ensuring alignment with broader organisational priorities and industry best practices.

Complexity and Impact of Work:

• Independently owns and drives the planning and execution of complex, organisation-wide compensation cycles and initiatives, consistently delivering tactical business targets within Total Rewards.
• Navigates significant ambiguity to build, refine, and scale compensation structures and processes, acting as a critical partner to leadership in shaping Anchorage's long-term rewards strategy.
• Leads cross-functional projects with Finance, HR Business Partners, and senior leaders, ensuring robust compensation solutions are implemented with minimal oversight and proactively sharing knowledge to prevent single points of failure.

Organisational Knowledge:

• Monitors leading industry trends in total rewards, especially within financial services, crypto, or fintech, to inform the development of a competitive and equitable compensation strategy aligned with Anchorage's growth.
• Articulates the strategic impact of total rewards initiatives on attracting, retaining, and motivating top talent, demonstrating a clear understanding of how compensation drives broader firm objectives.
• Acts as a culture carrier within the People team and beyond, actively contributing to talent acquisition strategies by sharing insights on market competitiveness and total rewards value proposition.

Communication and Influence:

• Effectively mentors junior team members and leads collaborative efforts across HR Business Partners, Finance, and senior leadership to foster knowledge sharing and alignment on total rewards initiatives.
• Translates complex compensation data and strategic recommendations into clear, compelling communications, adapting messaging to influence and secure buy-in from diverse stakeholders, from individual Villagers to executive leadership.
• Proactively builds and leverages a network of internal and external contacts, including industry peers, to stay abreast of best practices and continuously refine Anchorage's total rewards approach.

You may be a fit for this role if you have:

• Progressive experience in Total Rewards, Compensation, or People Operations, with a strong focus on compensation design and program management.
• Demonstrated deep expertise in compensation analysis, benchmarking (e.g., Radford, Mercer, Carta), and market pricing within a talent-competitive industry, ideally financial services, crypto, or fintech.
• Proven track record of independently leading the end-to-end design, implementation, and administration of complex compensation programs, including merit, bonus, equity, and RSU plans.
• Ability to operate strategically and tactically, translating compensation philosophy into actionable frameworks and owning all stages of compensation cycles.
• Exceptional analytical skills with the ability to interpret complex data, identify trends, and develop data-driven recommendations for senior leadership.
• Experience collaborating effectively with HR Business Partners, Finance, and executive teams to ensure alignment of total rewards strategy with business objectives and budget constraints.
• Proficiency with HRIS platforms (e.g., workday) and compensation planning tools, with a strong understanding of how to leverage technology for efficient total rewards administration.
• Demonstrated ability to thrive in a fast-paced, high-growth environment, building structure and process where none previously existed, and comfortable with ambiguity.
• Excellent communication and presentation skills, with the ability to clearly articulate complex compensation concepts to diverse audiences, from individual contributors to executives.

Although not a requirement, bonus points if:

• Direct experience with Workday HRIS and advanced compensation planning modules.
• Exposure to international compensation practices and global equity program management.
• Experience transitioning a company from options to RSUs.
• Experience with trading or hedge fund compensation models.
• Experience presenting to and influencing compensation committees or boards.
• You were emotionally moved by the soundtrack to Hamilton, which chronicles the founding of a new financial system. :)

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Key responsibilities include:

Compensation Management: Develop and administer competitive compensation structures, including base salary, bonuses, and incentive programs tailored to the EMEA region.

Benefits Administration: Oversee employee benefits programs, ensuring compliance with local regulations and alignment with global standards.

Market Analysis: Conduct benchmarking and market analysis to ensure total rewards offerings remain competitive and aligned with industry standards.

Stakeholder Collaboration: Partner with people teams, senior leadership, and other stakeholders to align total rewards strategies with business goals.

Policy Development: Create and implement policies and procedures related to total rewards, ensuring consistency and compliance across the region.

Communication: Lead efforts to educate employees about total rewards programs, ensuring clarity and engagement.

Data Analysis: Use data analytics to assess program effectiveness and recommend improvements.

Team Leadership: Manage and mentor a team of total rewards professionals, fostering collaboration and innovation.

As Director of Total Rewards EMEA, you will drive the development of competitive compensation and benefits programs that attract and retain top talent, while ensuring compliance with local regulations and alignment with global strategies. You will also enhance employee engagement and satisfaction through clear communication and innovative rewards programs.

To succeed in this role, you will need:

Extensive experience in total rewards management, with a focus on compensation and benefits in a multinational organization.

Deep understanding of EMEA labor markets, cultural nuances, and regulatory requirements.

Proficiency in data analysis and the ability to translate insights into actionable strategies.

Exceptional verbal and written communication skills, capable of engaging diverse audiences.

Proven ability to lead teams and drive change in a dynamic environment.

If you are a strategic thinker with a strong business acumen, a collaborative partner who values teamwork and cross-functional alignment, and a data-driven decision-maker with a focus on continuous improvement, we encourage you to apply for this exciting opportunity.

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You will have the freedom to rethink how we deliver these processes in partnership with the Reward and Recognition Client Enablement lead, as well as leading a global team of three Reward & Recognition partners and collaborating closely with the Heads of Reward in North America and EMEA. This is a unique opportunity to innovate compensation effectiveness in a fast-paced environment with unique talent challenges.

Key responsibilities include:

• Team Leadership: Mentor and manage a team of three Specialists, ensuring alignment with strategic goals.
• Ops focus: Drive forward how Reward 'works' scalably/efficiently/and in an error-free way via programs, processes, tooling, and data. Land key cyclical compensation planning programs.
• Reporting & Data: Enhance and strengthen Reward's reporting capabilities, enabling strategic and proactive decision making and stronger insights.
• Strategic Frameworks: Develop and oversee compensation and recognition frameworks for the full Google DeepMind organisational structure.
• Advisory: Influence and support senior leaders and cross-functional partners with sound, data-backed advice on unique reward challenges.
• Optimisation: Continuously evaluate the efficiency of compensation programs, innovating to improve the return on our total rewards investment.
• Strategy: Embody a compensation strategy that ensures competitiveness, particularly in high-demand segments like the AI talent market.

To succeed in this role, you will need:

• 6+ years of experience in compensation.
• People Management: You have demonstrated experience managing a Reward team, preferably within a global and/or tech environment.
• Operational Excellence: You have a history of holding end-to-end responsibility for complex Reward programs and driving them to successful outcomes.
• Data & Ambiguity: You can assimilate ambiguous information from varied sources to provide meaningful insights using Google sheets (or equivalent), SQL or other database tools and AI-enabled tools.
• Communication: You possess excellent communication skills and the ability to build trust and influence senior leaders.
• AI First: You have strong AI fluency and take an AI First approach to your core work.
• Fast-paced environment: You enjoy the energy of a fast-paced team and can manage multiple workstreams without compromising attention to detail.

The US base salary range for this full-time position is between $147,000 - $218,000 + bonus + benefits.

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The ideal candidate will have 11+ years of sales, strategy and operations experience in a high-tech growth environment, or operational experience in investment banking or management consulting or private equity or venture capital, or business insights / analytics roles. They will have strong analytical skills and a structured approach to solving unique business problems, experience working with data and large data sets to identify trends and create insights to make recommendations to senior leaders, an enthusiastic 'roll up your sleeves' mentality, works well with a high degree of adaptability and flexibility in a fast paced, often ambiguous, and rapidly changing environment, strong proficiency in SQL and other advanced analytics tools, and 6+ years experience with Sales Policy development, Sales Governance, Sales Process compliance or Sales Compensation.

Prior experience at a growth stage Internet/software company, prior experience in the SaaS and/or payments industry, knowledge of Customer Relationship Manager (CRM) systems, knowledge of Planning Tools (Anaplan) and Methodologies are preferred.

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Responsibilities: Conduct detailed compensation analysis and modeling to support compensation program design, recommendations, and decision-making. Play a critical role in our annual pay range benchmarking and review process. Support Stripe's relationship with third-party vendors by ensuring data sets are comprehensive and current. Develop and maintain compensation tools, dashboards, and templates to drive informed decision-making. Collaborate with People and Finance teams to ensure accurate and timely compensation data and reporting. Ensure data accuracy and integrity by performing periodic audits in our HRIS (Workday). Support the design and development of annual compensation planning programs. Participate in research and analysis for new compensation policies and programs. Manage and analyze complex datasets to distill insights and convey findings; build tools as required to improve efficiency.

Requirements: 3-5+ years of relevant work experience in the compensation field. Experience developing and managing global compensation programs and processes, preferably in a high-growth, scaling, technology environment. Strong understanding of compensation best practices, current compensation trends, and market benchmark data. Proven analytical skills, a keen eye for detail, and truly in-depth knowledge of Excel / Google Sheets including building and maintaining complex models. Experience with programming languages (e.g., Python, SQL, Java). Experience communicating effectively across diverse teams, including translating complex ideas and quantitative insights into digestible information for leaders and employees. Deep commitment to excellent user experience, empathy, and discretion. Familiarity with equity compensation programs and related compliance requirements.

Preferred Qualifications: Strong knowledge of Workday and/or Tableau functionality. Experience with Workday and the Workday Advanced Compensation module. Experience supporting equity compensation programs at a private or publicly traded company. Highly organized, with the ability to manage multiple high-priorities in a fast-paced environment.

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At Google DeepMind, we're a team of scientists, engineers, machine learning experts and more, working together to advance the state of the art in artificial intelligence. We use our technologies for widespread public benefit and scientific discovery, and collaborate with others on critical challenges, ensuring safety and ethics are the highest priority.

Your primary focus is to deliver scalable, efficient, and error-free operational, programmatic, and technical solutions/services that enable and uphold GDM's competitive compensation strategies. Specifically, you'll drive forward Reward's reporting/data/insight capabilities that enable the broader team and organization to make effective and strategic reward decisions.

You will have the freedom to rethink how we deliver these processes in partnership with the Reward and Recognition Client Enablement lead, as well as leading a global team of three Reward & Recognition partners and collaborating closely with the Heads of Reward in North America and EMEA. This is a unique opportunity to innovate compensation effectiveness in a fast-paced environment with unique talent challenges.

Key responsibilities include:

• Team Leadership: Mentor and manage a team of three Specialists, ensuring alignment with strategic goals.
• Ops focus: Drive forward how Reward 'works' scalably, efficiently, and in an error-free way via programs, processes, tooling, and data. Land key cyclical compensation planning programs.
• Reporting & Data: Enhance and strengthen Reward's reporting capabilities, enabling strategic and proactive decision making and stronger insights.
• Strategic Frameworks: Develop and oversee compensation and recognition frameworks for the full Google DeepMind organizational structure.
• Advisory: Influence and support senior leaders and cross-functional partners with sound, data-backed advice on unique reward challenges.
• Optimization: Continuously evaluate the efficiency of compensation programs, innovating to improve the return on our total rewards investment.
• Strategy: Embody a compensation strategy that ensures competitiveness, particularly in high-demand segments like the AI talent market.

To succeed in this role, you will need 6+ years of experience in compensation, including people management, operational excellence, data analysis, and communication skills. Experience in a tech company or an environment with unique talent competition is an advantage.

The US base salary range for this full-time position is between $147,000 - $218,000 + bonus + benefits. Please note: the salary will be pro-rata'd for the duration of your contract.

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Your primary focus is to deliver scalable, efficient, and error-free operational, programmatic, and technical solutions/services that enable and uphold GDM's competitive compensation strategies. Specifically, you'll drive forward Reward's reporting/data/insight capabilities that enable the broader team and organization to make effective and strategic reward decisions.

You will have the freedom to rethink how we deliver these processes in partnership with the Reward and Recognition Client Enablement lead, as well as leading a global team of three Reward & Recognition partners and collaborating closely with the Heads of Reward in North America and EMEA. This is a unique opportunity to innovate compensation effectiveness in a fast-paced environment with unique talent challenges.

Key responsibilities include:

• Team Leadership: Mentor and manage a team of three Specialists, ensuring alignment with strategic goals.
• Ops focus: Drive forward how Reward 'works' scalably, efficiently, and in an error-free way via programs, processes, tooling, and data. Land key cyclical compensation planning programs.
• Reporting & Data: Enhance and strengthen Reward's reporting capabilities, enabling strategic and proactive decision making and stronger insights.
• Strategic Frameworks: Develop and oversee compensation and recognition frameworks for the full Google DeepMind organizational structure.
• Advisory: Influence and support senior leaders and cross-functional partners with sound, data-backed advice on unique reward challenges.
• Optimization: Continuously evaluate the efficiency of compensation programs, innovating to improve the return on our total rewards investment.
• Strategy: Embody a compensation strategy that ensures competitiveness, particularly in high-demand segments like the AI talent market.

About you:

In order to set you up for success as a Reward & Recognition Partner at Google DeepMind, we look for the following skills and experience:

• 6+ years of experience in compensation.
• People Management: You have demonstrated experience managing a Reward team, preferably within a global and/or tech environment.
• Operational Excellence: You have a history of holding end-to-end responsibility for complex Reward programs and driving them to successful outcomes.
• Data & Ambiguity: You can assimilate ambiguous information from varied sources to provide meaningful insights using Google sheets (or equivalent), SQL or other database tools and AI enabled tools.
• Communication: You possess excellent communication skills and the ability to build trust and influence senior leaders.
• AI First: You have strong AI fluency and take an AI First approach to your core work.
• Fast paced environment: You enjoy the energy of a fast-paced team and can manage multiple workstreams without compromising attention to detail.

In addition, the following would be an advantage:

• Experience in a tech company or an environment with unique talent competition.

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The base pay offered may vary depending on multiple individualized factors, including market location, job-related knowledge, skills, and experience. If the role is non-exempt, overtime pay will be provided consistent with applicable laws. In addition to the salary range listed above, total compensation also includes generous equity, performance-related bonus(es) for eligible employees, and the following benefits.

• Medical, dental, and vision insurance for you and your family, with employer contributions to Health Savings Accounts

• Pre-tax accounts for Health FSA, Dependent Care FSA, and commuter expenses (parking and transit)

• 401(k) retirement plan with employer match

• Paid parental leave (up to 24 weeks for birth parents and 20 weeks for non-birthing parents), plus paid medical and caregiver leave (up to 8 weeks)

• Paid time off: flexible PTO for exempt employees and up to 15 days annually for non-exempt employees

• 13+ paid company holidays, and multiple paid coordinated company office closures throughout the year for focus and recharge, plus paid sick or safe time (1 hour per 30 hours worked, or more, as required by applicable state or local law)

• Mental health and wellness support

• Employer-paid basic life and disability coverage

• Annual learning and development stipend to fuel your professional growth

• Daily meals in our offices, and meal delivery credits as eligible

• Relocation support for eligible employees

• Additional taxable fringe benefits, such as charitable donation matching and wellness stipends, may also be provided.

About the Team

OpenAI's Legal team plays a crucial role in furthering OpenAI's mission by tackling innovative, fundamental legal issues in AI. If you're passionate about doing significant and unique work as a technology lawyer, this team is for you. The team comprises professionals from diverse fields, including technology, AI, privacy, IP, corporate, employment, tax, regulatory, and litigation.

About the Role

As Associate General Counsel, Non-Profit you will support and lead on a broad range of matters spanning nonprofit tax, governance, and related corporate issues. This role offers a unique opportunity to advise on complex, high-impact legal issues at the intersection of mission, governance, and AI. You will work closely with OpenAI leadership, as well as partner deeply with the OpenAI legal team, to support both the nonprofit and affiliated organizations within the broader OpenAI enterprise.

In this role, you will:

• Serve as the primary legal advisor on nonprofit tax, governance, and fiduciary matters for OpenAI’s affiliated nonprofit. Advise on compliance with federal and state nonprofit law, tax-exempt status requirements, grants administration compliance, private benefit and excess benefit rules, and mission-aligned governance.

• Lead nonprofit governance initiatives, including advising on governance matters, conflicts-of-interest processes, and implementing and operationalizing policies required for a complex, high-profile nonprofit operating alongside a PBC affiliate.

• Advise on the legal and tax implications of transactions and arrangements between the nonprofit and affiliate entities, including shared support services, funding, IP and commercial relationships, and other intercompany matters.

• Advise and partner with the OpenAI legal team on general corporate, governance, and disclosure matters that require coordination with the Foundation, including public disclosures, compensation matters, governance initiatives, and other enterprise-level legal issues.

• Partner closely with Finance, Tax, Accounting, Investor Relations, and other Legal teams to design and maintain compliant structures, processes, and controls across OpenAI, including entity management, subsidiary governance, and regulatory compliance.

• Develop and scale legal frameworks and operating processes for nonprofit governance, tax compliance, and related corporate matters, in close collaboration with cross-functional stakeholders, to support the organization’s growth, complexity, and public profile.

You might thrive in this role if you:

• Have 12+ years of legal experience, including significant experience advising nonprofits on tax, governance, and compliance matters. Experience spanning both nonprofit and affiliated organizations is strongly preferred.

• Have deep expertise in nonprofit tax and regulatory issues, nonprofit governance, and the design and operation of compliance programs for complex, high-visibility nonprofit organizations.

• Exercise sound judgment in ambiguous, high-stakes situations and are comfortable serving as a trusted advisor to senior leaders and boards on important governance matters.

• Take strong ownership of your work, are intellectually curious, and are energized by novel legal issues at the intersection of technology, mission, and organizational structure.

• Communicate clearly and effectively, manage multiple complex workstreams in parallel, and collaborate well across legal, finance, tax, and other cross-functional teams.

• Operate with humility, integrity, and a strong sense of responsibility to mission, stakeholders, and the public interest.

• Hold a JD and are licensed to practice law in California, or are eligible to become licensed.

About OpenAI

OpenAI is an AI research and deployment company dedicated to ensuring that general-purpose artificial intelligence benefits all of humanity. We push the boundaries of the capabilities of AI systems and seek to safely deploy them to the world through our products. AI is an extremely powerful tool that must be created with safety and human needs at its core, and to achieve our mission, we must encompass and value the many different perspectives, voices, and experiences that form the full spectrum of humanity.

Equal Employment Opportunity

We are an equal opportunity employer, and we do not discriminate on the basis of race, religion, color, national origin, sex, sexual orientation, age, veteran status, disability, genetic information, or other applicable legally protected characteristic.

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We are seeking a highly skilled Senior Payroll Specialist to lead and support the payroll process within our organisation. This role will collaborate closely with HR, Finance, Technology, and external vendors to ensure accurate, compliant, and efficient payroll operations.

Responsibilities

Payroll Implementation & Process Ownership

• Lead end-to-end implementation of the new payroll model for Mexico, including requirements gathering, testing, migration, and go-live support.
• Partner with HR, Finance, and IT teams to define payroll processes, workflows, SLAs, and controls.
• Coordinate with external payroll providers, ensuring alignment with contractual obligations and service quality.
• Develop and document payroll procedures, internal controls, and compliance frameworks.

Payroll Operations

• Validate payroll calculations, statutory deductions, year-end processes (ISR annual adjustment), and social security obligations (IMSS, INFONAVIT).
• Ensure compliance with Mexican labor laws (LFT), tax laws (SAT), and social security regulations.
• Manage payroll audits, internal/external reviews, and support SOX or regulatory audits if applicable.
• Monitor changes in legislation affecting payroll and lead necessary updates.

Data Management & Reporting

• Ensure accuracy of employee data in HRIS and payroll systems.
• Generate and analyze payroll reports for stakeholders, including Finance and HR.
• Prepare KPIs and continuous improvement initiatives to optimise payroll processes.

Stakeholder & Vendor Management

• Act as the primary point of contact for escalations related to payroll.
• Collaborate with cross-functional teams to resolve discrepancies and ensure timely issue resolution.
• Manage and evaluate payroll vendor performance, tools, and service delivery

Skills

• Proven track record in payroll system implementation or transformation projects.
• Strong knowledge of:

+ Mexican payroll legislation (ISR, IMSS, INFONAVIT). + CFDI payroll stamping. + Severance calculations, variable compensation, bonuses, and benefits taxation. + Experience with major payroll or HRIS platforms (e.g., Workday, SAP, Ceridian, Meta4, or local Mexican payroll software).

Benefits

This position comes with a competitive compensation and benefits package, including a competitive salary and performance-based bonuses, comprehensive benefits package, flexible work arrangements, private health insurance, paid time off, and training & development opportunities in partnership with renowned companies.

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This is a high-impact leadership role combining strategic influence with hands-on analytical depth to deliver reward outcomes that are robust, compliant and commercially aligned.

Key Responsibilities

• Lead the comprehensive delivery of reward operations across pay, incentives, benefits, job evaluation, equity plans and regulatory reporting
• Own job evaluation, grading frameworks and market benchmarking to ensure fair and competitive pay structures
• Manage the full benefits portfolio and equity plans, ensuring compliance and commercial sustainability
• Deliver statutory reporting (including Gender Pay Gap) and maintain strong reward governance
• Provide advanced analytics, modelling and commercial insight to support senior decision-making

What You'll Need to Succeed

• Reward leadership experience within a large, complex organisation
• Deep expertise across compensation, incentives, benefits, job evaluation and regulatory reporting
• Strong analytical capability with advanced Excel and modelling expertise
• Commercial acumen with the ability to influence senior stakeholders
• A collaborative, organised and resilient approach in a fast-moving environment

Why Join?

• A leadership role with genuine enterprise-wide impact
• Strategic exposure and influence at executive level
• Opportunity to evolve and modernise reward frameworks
• A supportive, inclusive and commercially focused culture
• Long-term development within a purpose-driven organisation

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We are seeking a Strategic Compensation Business Partner to join our Total Rewards team. As a key member of our team, you will be responsible for providing compensation expertise and detailed analysis to corporate functions on all aspects of compensation programs.

What You'll Be Doing:

• Providing compensation expertise and detailed analysis to corporate functions on all aspects of compensation programs.
• Partnering with People, Legal, and Finance teams to ensure compensation structures align with business priorities.
• Supporting design, change management, and communication efforts associated with compensation programs and practices.
• Building and maintaining strong relationships with key partners within HR and the business.
• Developing deep business acumen and understanding Synopsys' roles, programs, and processes to design and implement impactful compensation plans.
• Designing proactive, data-driven recommendations to support retention, recognition, promotions, transfers, job matches, and job leveling.
• Leading and managing multiple projects simultaneously with a high degree of initiative.
• Collaborating cross-functionally to support compensation programs across HR and business teams.
• Utilizing SuccessFactors for compensation-related processes.
• Applying advanced technical expertise in Excel, Power Query/BI, and other data analysis tools.

The Impact You Will Have:

• Drive strategic organizational goals through effective and market-competitive incentive design.
• Ensure competitive and equitable salary structures that attract, retain, and motivate top talent.
• Enhance the effectiveness of compensation programs through insightful, data-driven analysis.
• Foster trust and credibility across COEs, Total Rewards, People Partner teams, and business stakeholders.
• Support the redesign of compensation programs to align with organizational objectives and promote sustainability.
• Champion a culture of fairness, transparency, and innovation within Synopsys.

What You'll Need:

• Experience in benchmarking and compensation program design, including year-end planning, merit/bonus cycles, market data submissions, salary range development, and supporting business planning.
• Advanced technical skills in PowerPoint, Excel, and data analysis functions.
• Strong compensation analysis and modeling capabilities.
• Exceptional analytical, project management, and organizational skills.
• Proficiency with SuccessFactors (preferred).
• CCP or other relevant certifications (preferred).

Who You Are:

• Creative problem solver with the ability to break down complex challenges.
• Adaptable and thrives during times of change and ambiguity.
• Strong communicator and collaborator, able to influence and build consensus.
• Detail-oriented and highly organized, with an eye for accuracy.
• Proactive, self-motivated, and able to take initiative.

The Team You'll Be A Part Of:

You'll join a collaborative, high-performing Total Rewards team dedicated to supporting Synopsys' corporate functions. Our team is passionate about delivering innovative compensation solutions that drive business success and employee engagement. We value diversity, inclusion, and open communication, and we work closely with HR partners and business leaders to design programs that are fair, competitive, and aligned with Synopsys' values.

Rewards and Benefits:

We offer a comprehensive range of health, wellness, and financial benefits to cater to your needs. Our total rewards include both monetary and non-monetary offerings. Your recruiter will provide more details about the salary range and benefits during the hiring process.

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Responsibilities

• Serve as a trusted advisor to business leaders on talent strategy, team development, and organisational effectiveness.
• Align HR initiatives with business goals, offering best practices and external insights.
• Support change management and leadership development efforts.
• Promote a positive work environment through proactive employee relations support.
• Guide conflict resolution and conduct investigations as needed.
• Drive employee engagement initiatives and provide coaching to managers and team members.
• Manage the annual performance review process and support goal-setting and feedback discussions.
• Coach leaders on addressing performance concerns and development planning.
• Assist with compensation planning and benefits administration, including open enrollment and leave management.
• Respond to employee inquiries and partner with Corporate Benefits for issue resolution.
• Ensure compliance with local labor laws and internal policies.
• Assist in the development and communication of HR policies and procedures.
• Maintain HRIS (Workday) data integrity and generate reports for audits and planning.
• Process job and personal changes and support payroll with attendance and data requests.
• Facilitate new hire orientation and offboarding processes.
• Ensure accurate and timely maintenance of personnel files and HR documentation.
• Partner with Corporate HR teams (Benefits, Training, Legal, Immigration) to support employee needs.
• Maintain internal HR resources, policies, and documentation (e.g., Confluence)

Requirements

• Must have experience in policy development and maintenance communication rollout.
• Proven track record of positively influencing teams and their leaders.
• Comfortable working in a dynamic, and constantly changing environment.
• Must have exceptional people skills and be able to interact with employees at all levels, as well as vendors and suppliers, in a professional and straightforward manner.
• Must be highly collaborative and able to work in a team-based environment.
• Expert Excel, PowerPoint, and HRIS system skills.
• Knowledge of employment law and HR best practices.
• Requires strong organisational and time management skills, close attention to detail and be able to effectively handle multiple priorities.
• Able to evaluate situations, identify options, and implement effective solutions quickly and efficiently.
• Must possess a thorough knowledge of administrative and office procedures.
• Must have excellent verbal and written communications skills and be able to communicate effectively across all levels of the organisation.
• Must be an effective listener, able to maintain focus extract necessary information and validate understanding of the information.
• Must have solid business acumen and understanding of a variety of functional areas within the business.
• Must be able to balance needs of people within the framework of business needs of company.

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At Epic Games, we're searching for an HR Partner to create engaging experiences for our talented employees. As an HR Partner, you will work with our global HR teams and partner closely with Compensation, Benefits, L&D, and Recruitment teams.

What You'll Do

• Provide proactive coaching to business units in talent and career development, organizational design, employee relations, performance management, succession planning, and manager coaching.
• Leverage people data to diagnose issues, recommend actions, and measure outcomes for the teams you support.
• Attend business team status meetings to understand the business, people, and changes on projects, teams, and its effect on the business and our people.
• Lead and support change management initiatives and acquisition integration as needed.
• Partner with business leaders globally to build plans, projects, and trainings in partnership with other HR Partners, Compensation, Benefits, Organizational Effectiveness, and Recruitment teams.

What We're Looking For

• Minimum 6+ years of HR Generalist and HRBP experience, including partnering with senior leaders.
• Experience exceeding and delivering results in a complex global fast-paced organization.
• Expertise in navigating ambiguous situations with high levels of autonomy.
• Practical experience using data to identify trends, inform decisions, and evaluate the impact of HR initiatives.
• Ability to deal with continual change and desire to make a difference is paramount.
• Past experience with growth and departmental transformation required.
• Excellent project management skills.
• Current, in-depth knowledge of legal requirements related to human resources and employee management.
• Excellent communication and interpersonal skills, working in a virtual environment.

Benefits

Epic Games offers a comprehensive benefits package, including:

• 100% coverage of medical, dental, and vision premiums for you and your dependents.
• Long-term disability, life insurance, and a 401(k) with competitive match.
• A robust mental well-being program through Modern Health, providing free therapy and coaching for employees and dependents.
• Unlimited PTO and sick time.
• Recognition for 7 years of employment with a paid sabbatical.
• Company-wide paid breaks and events to celebrate employees.

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At Epic Games, we're searching for an HR Partner to create engaging experiences for our talented employees to develop our technology and make our games. As an HR Partner, you will work with Epic's HR Partners globally and partner closely with our Compensation, Benefits, L&D and Recruitment teams.

Key Responsibilities

• Provide proactive pragmatic coaching to business units in the areas of talent and career development, organizational design, employee relations, performance management, succession planning and manager coaching
• Leverage people data to diagnose issues, recommend actions and measure outcomes for the teams you support
• Attend business team status meetings as needed to understand the business, the people and staying abreast of changes on the projects, teams, and its effect on the business and our people
• Able to lead and support change management initiatives as well as acquisition integration as needed
• Partner with business leaders globally to build plans, projects, and trainings, in partnership with other HR Partners, Compensation, Benefits, Organizational Effectiveness and Recruitment teams as needed to support those opportunities
• Travel to locations may be required as need to support business needs

Requirements

• Minimum 6+ years of HR Generalist and HRBP experience, including partnering with senior leaders
• Experience exceeding and delivering results in a complex global fast pace organization
• Expertise in navigating within ambiguous situations, with high levels of autonomy
• Practical experience using data to identify trends, inform decisions and evaluate the impact of HR initiatives
• Able to deal with continual change and desire to make a difference is paramount
• Past experience with growth and departmental transformation required
• Excellent project management skills
• Current, in-depth knowledge of legal requirements related to human resources and employee management
• Excellent communication and interpersonal skills, working in a virtual environment

Benefits

Our intent is to cover all things that are medically necessary and improve the quality of life. We pay 100% of the premiums for both you and your dependents. Our coverage includes Medical, Dental, a Vision HRA, Long Term Disability, Life Insurance & a 401k with competitive match. We also offer a robust mental well-being program through Modern Health, which provides free therapy and coaching for employees & dependents. Throughout the year we celebrate our employees with events and company-wide paid breaks. We offer unlimited PTO and sick time and recognize individuals for 7 years of employment with a paid sabbatical.

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We are seeking a highly skilled Lead Environment Artist to join our team at Epic Games. As a Lead Environment Artist, you will be responsible for creating high-quality environments for our games, including Rocket League.

What You Will Do

• Collaborate with the Art Director to define, maintain, and elevate the visual quality of the worlds in Rocket League, balancing realism, legibility, and performance in all visual aspects of the game.
• Lead and collaborate with artists from various areas and external partners to create high-quality environments on a large scale.
• Develop a strong understanding of the game's direction and provide guidance on the execution of environment art.
• Review and provide feedback on the work of other artists to ensure consistency and quality.
• Represent the Art Director in meetings, discussions, and planning sessions as needed.

What We Are Looking For

• A strong understanding of environment art for games, including realistic constructions, natural landscapes, and the integration of organic and artificial elements.
• Demonstrated experience in supervising large outsourcing pipelines, including asset summaries, reviews, feedback, and quality control of multiple vendors.
• Experience working with designers to support main game loops.
• A strong desire and ability to grow, lead, and manage teams with clarity and empathy.
• Experience in launching at least one commercial game with 3D realistic environments on multiple platforms, including console and PC, ideally in live or long-term titles (experience with the Unreal Engine is a plus).
• A deep understanding of performance, optimization, and memory compensation, with a practical approach to scalability and asset reusability.
• Strong technical knowledge of art, including workflows, tools, and content integration for PBR and photogrammetry pipelines.
• Excellent understanding of art fundamentals, composition, lighting, color theory, scale, and visual appeal.
• Experience as a leader responsible for the development of environment art from start to finish, including internal teams and external partners.
• A highly collaborative mindset, low-ego leadership style, and strong instincts for what makes environments fun.

Benefits

• We pay 100% of benefits for employees and dependents.
• Our current benefits package includes medical, dental, and life insurance coverage.
• We also offer additional benefits, including daily meal vouchers and transportation benefits for local employees.

About Us

Epic Games is a global company with 46 studios across 25 countries and over 4,500 employees worldwide. For over 25 years, we have created award-winning games and game engines that enable others to create visually stunning and interactive 3D content. Our Unreal Engine technology not only provides game developers with the ability to create high-fidelity interactive experiences for PC, console, mobile, and VR, but it is also adopted by creators in various industries, such as media and entertainment, automotive, and architecture. As we continue to build our game engine and develop notable games, we strive to form teams of world-class talent.

Join Something Epic

Epic Games values diverse teams and an inclusive work culture, and we are proud to be an equal opportunities employer. Learn more about our Equal Opportunities in Employment (EOE) policy here.

Note to Recruitment Agencies

Epic does not accept unsolicited resumes or approaches from unauthorized third parties (including recruitment or placement agencies) (i.e., a third party with which we do not have a validly executed and negotiated contract). We will not pay any fees to unauthorized third parties. More details about these matters can be found here.

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Responsibilities:

ICM Platform Implementation & Configuration

• Lead the end-to-end implementation and configuration of our ICM platform, including plan modeling, crediting rules, quota management, and payout calculations
• Translate compensation plan documents into system logic, ensuring accurate and auditable calculation outputs
• Design and maintain system workflows for plan changes, exceptions, and adjustments
• Develop and execute testing strategies to validate system accuracy before each compensation cycle
• Provide technical guidance during plan design discussions, advising on system capabilities and constraints

Data Integration & Architecture

• Build and maintain integrations between the ICM platform and source systems (CRM, ERP, HRIS, billing platforms)
• Ensure data integrity across the compensation data pipeline, from opportunity data through final payout
• Partner with Data Engineering and Revenue Operations to define data requirements and resolve data quality issues
• Document data flows, transformation logic, and system dependencies

System Administration & Optimization

• Serve as the primary system administrator for the ICM platform, managing user access, security, and system health
• Identify opportunities to streamline and automate compensation processes, reducing manual intervention and cycle time
• Monitor system performance and troubleshoot calculation errors or integration failures
• Evaluate and recommend new technologies, including Claude-powered solutions, to enhance system capabilities

Reporting & Analytics

• Build and maintain reporting infrastructure within the ICM platform to support compensation dashboards and attainment tracking
• Partner with Revenue Operations and Accounting to deliver accurate, timely compensation data for forecasting and accruals
• Enable self-service reporting for compensation administrators and business partners

You may be a good fit if you have:

• A passion for Anthropic's mission to build safe, transformative AI systems
• 5+ years of experience implementing or administering ICM platforms (e.g., Xactly, Varicent, Anaplan)
• Strong technical skills with experience in SQL, data integration tools, and system configuration
• Proven ability to translate business requirements into system logic and maintain accurate, auditable calculations
• Experience managing data pipelines and ensuring data quality across integrated systems
• Strong problem solving skills with a systematic approach to debugging and root cause analysis
• Excellent documentation practices and ability to communicate technical concepts to non-technical stakeholders
• Bachelor's degree in a technical or quantitative field preferred

Strong candidates may also have:

• Experience with full ICM platform implementation projects, including vendor selection and data migration
• Proficiency with APIs and integration platforms (e.g., Workato, Fivetran, custom ETL)
• Experience with Salesforce administration or development
• Familiarity with consumption-based compensation models
• Experience with Claude Code or other AI-assisted development tools
• Background in sales operations, revenue operations, or finance systems

The annual compensation range for this role is $190,000 - $270,000 USD.

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Responsibilities:

ICM Platform Implementation & Configuration

• Lead the end-to-end implementation and configuration of our ICM platform, including plan modeling, crediting rules, quota management, and payout calculations
• Translate compensation plan documents into system logic, ensuring accurate and auditable calculation outputs
• Design and maintain system workflows for plan changes, exceptions, and adjustments
• Develop and execute testing strategies to validate system accuracy before each compensation cycle
• Provide technical guidance during plan design discussions, advising on system capabilities and constraints

Data Integration & Architecture

• Build and maintain integrations between the ICM platform and source systems (CRM, ERP, HRIS, billing platforms)
• Ensure data integrity across the compensation data pipeline, from opportunity data through final payout
• Partner with Data Engineering and Revenue Operations to define data requirements and resolve data quality issues
• Document data flows, transformation logic, and system dependencies

System Administration & Optimization

• Serve as the primary system administrator for the ICM platform, managing user access, security, and system health
• Identify opportunities to streamline and automate compensation processes, reducing manual intervention and cycle time
• Monitor system performance and troubleshoot calculation errors or integration failures
• Evaluate and recommend new technologies, including Claude-powered solutions, to enhance system capabilities

Reporting & Analytics

• Build and maintain reporting infrastructure within the ICM platform to support compensation dashboards and attainment tracking
• Partner with Revenue Operations and Accounting to deliver accurate, timely compensation data for forecasting and accruals
• Enable self-service reporting for compensation administrators and business partners

You may be a good fit if you have:

• A passion for Anthropic's mission to build safe, transformative AI systems
• 5+ years of experience implementing or administering ICM platforms (e.g., Xactly, Varicent, Anaplan)
• Strong technical skills with experience in SQL, data integration tools, and system configuration
• Proven ability to translate business requirements into system logic and maintain accurate, auditable calculations
• Experience managing data pipelines and ensuring data quality across integrated systems
• Strong problem solving skills with a systematic approach to debugging and root cause analysis
• Excellent documentation practices and ability to communicate technical concepts to non-technical stakeholders
• Bachelor's degree in a technical or quantitative field preferred

Strong candidates may also have:

• Experience with full ICM platform implementation projects, including vendor selection and data migration
• Proficiency with APIs and integration platforms (e.g., Workato, Fivetran, custom ETL)
• Experience with Salesforce administration or development
• Familiarity with consumption-based compensation models
• Experience with Claude Code or other AI-assisted development tools
• Background in sales operations, revenue operations, or finance systems

Logistics

Education requirements: We require at least a Bachelor's degree in a related field or equivalent experience. Location-based hybrid policy: Currently, we expect all staff to be in one of our offices at least 25% of the time. However, some roles may require more time in our offices. Visa sponsorship: We do sponsor visas! However, we aren't able to successfully sponsor visas for every role and every candidate. But if we make you an offer, we will make every reasonable effort to get you a visa, and we retain an immigration lawyer to help with this. We encourage you to apply even if you do not believe you meet every single qualification. Not all strong candidates will meet every single qualification as listed. Research shows that people who identify as being from underrepresented groups are more prone to experiencing imposter syndrome and doubting the strength of their candidacy, so we urge you not to exclude yourself prematurely and to submit an application if you're interested in this work. Your safety matters to us. To protect yourself from potential scams, remember that Anthropic recruiters only contact you from @anthropic.com email addresses. In some cases, we may partner with vetted recruiting agencies who will identify themselves as working on behalf of Anthropic. Be cautious of emails from other domains. Legitimate Anthropic recruiters will never ask for money, fees, or banking information.

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Location

San Francisco

Employment Type

Full time

Location Type

Hybrid

Department

People

Compensation

• San Francisco $234K – $260K • Offers Equity

The base pay offered may vary depending on multiple individualized factors, including market location, job-related knowledge, skills, and experience. If the role is non-exempt, overtime pay will be provided consistent with applicable laws. In addition to the salary range listed above, total compensation also includes generous equity, performance-related bonus(es) for eligible employees, and the following benefits.

• Medical, dental, and vision insurance for you and your family, with employer contributions to Health Savings Accounts

• Pre-tax accounts for Health FSA, Dependent Care FSA, and commuter expenses (parking and transit)

• 401(k) retirement plan with employer match

• Paid parental leave (up to 24 weeks for birth parents and 20 weeks for non-birthing parents), plus paid medical and caregiver leave (up to 8 weeks)

• Paid time off: flexible PTO for exempt employees and up to 15 days annually for non-exempt employees

• 13+ paid company holidays, and multiple paid coordinated company office closures throughout the year for focus and recharge, plus paid sick or safe time (1 hour per 30 hours worked, or more, as required by applicable state or local law)

• Mental health and wellness support

• Employer-paid basic life and disability coverage

• Annual learning and development stipend to fuel your professional growth

• Daily meals in our offices, and meal delivery credits as eligible

• Relocation support for eligible employees

• Additional taxable fringe benefits, such as charitable donation matching and wellness stipends, may also be provided.

More details about our benefits are available to candidates during the hiring process.

This role is at-will and OpenAI reserves the right to modify base pay and other compensation components at any time based on individual performance, team or company results, or market conditions.

About the Team

OpenAI's Compensation team plays a crucial role in rewarding and retaining world-class talent who will ensure that artificial general intelligence benefits all of humanity. By crafting and implementing innovative compensation strategies, we ensure our compensation offerings are competitive, equitable, and aligned with OpenAI's mission to scale intelligently and ethically.

About the Role

We are expanding our Compensation team and seeking a Compensation Partner to support our global growth. This strategic position will partner with business leaders, HR Partners, and recruiters to ensure our compensation strategies align with business objectives and talent needs. This role manages global benchmarking, owns offer approvals, and fosters strong relationships with cross-functional partners to gain a deep understanding of our talent across various departments.

We may have multiple Compensation Business Partner openings under this role, supporting OpenAI’s Technical and G&A orgs. As such, you’ll report to one of two Compensation Partner Leads (technical or G&A), and we’ll determine the best initial team match during the interview process based on your experience, strengths, and interests, aligned to the highest-impact business need.

Your Responsibilities:

• Collaborate with HR Business Partners, Business Leaders, and Recruiting to address compensation-related issues and provide solutions that support business goals.

• Own offer approvals and offer analysis, capturing emerging market trends and ensuring offers are consistent with our compensation philosophy.

• Manage the benchmarking process to ensure our compensation strategies are competitive and aligned with market standards.

• Foster strong relationships with cross-functional partners and gain a deep understanding of the talent within each organizational unit.

• Support compensation design and optimization, including job architecture and sales compensation.

We’re Seeking:

• 6-10+ years of experience in compensation or related roles.

• Strong communication skills with the ability to effectively partner with various stakeholders.

• Strong analytical skills with the ability to interpret data and make informed decisions.

• Ability to work independently and as part of a team in a fast-paced environment.

• Experience in job architecture or sales compensation is strongly preferred.

Location and Workplace

This role is based in our San Francisco office and we aren’t considering remote applications at this time. We use a hybrid work model of 3 days in the office with optional work from home on Thursdays and Fridays. We also offer relocation assistance to new employees.

Our open-plan offices have height-adjustable desks, conference rooms, phone booths, well-stocked kitchens full of snacks and drinks, three in-house prepared meals daily, outdoor space for working and socializing, wellness rooms, private bike storage, and more.

About OpenAI

OpenAI is an AI research and deployment company dedicated to ensuring that general-purpose artificial intelligence benefits all of humanity. We push the boundaries of the capabilities of AI systems and seek to safely deploy them to the world through our products. AI is an extremely powerful tool that must be created with safety and human needs at its core, and to achieve our mission, we must encompass and value the many different perspectives, voices, and experiences that form the full spectrum of humanity.

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We’re looking for a Senior Manager, Compensation Analytics to lead complex compensation analyses and deliver high-impact insights that support hiring, promotions, retention, and equity decisions. This role focuses on building and operating advanced analytical frameworks, partnering closely with Compensation, HRBPs, Recruiting, and Finance to ensure decisions are well-informed, explainable, and practical. This is a senior individual contributor role and first of its kind. You will play a critical role in shaping how compensation data is modeled, interpreted, and applied across the People ecosystem. This role reports to our Head of Compensation & Total Rewards.

Your Responsibilities:

• Lead the development and maintenance of compensation analytics, including market pricing, internal equity analysis, and performance-informed pay insights.

• Translate complex or incomplete data into clear, decision-ready recommendations for Compensation leaders, HRBPs, and recruiting partners.

• Partner with cross-functional teams (Recruiting, People Analytics, Equity, Finance) to support hiring, promotion, and retention decisions.

• Apply advanced analytical methods — including modeling, scenario analysis, and structured assumptions — to address gaps in market data or emerging roles.

• Identify opportunities to improve compensation workflows, tools, and reporting, balancing analytical rigor with speed and usability.

• Contribute to the responsible use of AI and automation in compensation analysis, with appropriate guardrails and explainability.

• Coach and review the work of more junior analysts as needed; may directly manage 1–2 ICs depending on team structure.

We're Seeking:

• 6-10 years of experience in compensation analytics, people analytics, finance, or a related quantitative field.

• Strong hands-on experience with market pricing, internal equity analysis, and pay decision support.

• Comfort operating in ambiguous environments with incomplete or shifting data.

• Proven ability to partner cross-functionally and influence decisions without owning final authority.

• Clear communicator who can explain analytical findings to non-technical stakeholders.

• Familiarity with global compensation concepts and the limitations of traditional benchmarking data.

Workplace & Location

This role can be based in our San Francisco office or remotely in the US. When applying, let us know which location(s) work for you. We also offer relocation support to new hires.

If you're joining us in person, we offer relocation support and follow a hybrid schedule: three days a week in the office, with the option to work from home on Thursdays and Fridays. Our offices are set up for focus and connection—with adjustable desks, phone booths, conference rooms, stocked kitchens, and cozy spots to unwind or catch up with teammates.

About OpenAI

OpenAI is an AI research and deployment company dedicated to ensuring that general-purpose artificial intelligence benefits all of humanity. We push the boundaries of the capabilities of AI systems and seek to safely deploy them to the world through our products. AI is an extremely powerful tool that must be created with safety and human needs at its core, and to achieve our mission, we must encompass and value the many different perspectives, voices, and experiences that form the full spectrum of humanity.

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Location

San Francisco

Employment Type

Full time

Location Type

Hybrid

Department

People

Compensation

• San Francisco $216K – $240K • Offers Equity

The base pay offered may vary depending on multiple individualized factors, including market location, job-related knowledge, skills, and experience. If the role is non-exempt, overtime pay will be provided consistent with applicable laws. In addition to the salary range listed above, total compensation also includes generous equity, performance-related bonus(es) for eligible employees, and the following benefits.

• Medical, dental, and vision insurance for you and your family, with employer contributions to Health Savings Accounts

• Pre-tax accounts for Health FSA, Dependent Care FSA, and commuter expenses (parking and transit)

• 401(k) retirement plan with employer match

• Paid parental leave (up to 24 weeks for birth parents and 20 weeks for non-birthing parents), plus paid medical and caregiver leave (up to 8 weeks)

• Paid time off: flexible PTO for exempt employees and up to 15 days annually for non-exempt employees

• 13+ paid company holidays, and multiple paid coordinated company office closures throughout the year for focus and recharge, plus paid sick or safe time (1 hour per 30 hours worked, or more, as required by applicable state or local law)

• Mental health and wellness support

• Employer-paid basic life and disability coverage

• Annual learning and development stipend to fuel your professional growth

• Daily meals in our offices, and meal delivery credits as eligible

• Relocation support for eligible employees

• Additional taxable fringe benefits, such as charitable donation matching and wellness stipends, may also be provided.

More details about our benefits are available to candidates during the hiring process.

This role is at-will and OpenAI reserves the right to modify base pay and other compensation components at any time based on individual performance, team or company results, or market conditions.

About the Team

OpenAI’s mission is to build safe artificial general intelligence (AGI) that benefits all of humanity. Achieving this requires bringing the world’s most exceptional talent under one roof to push the boundaries of what’s possible.

Our Research Recruiting team plays a critical role in this effort. We are an embedded part of the research organization, working side by side with our research staff to deeply understand evolving priorities, build trust, and strategically shape the future of OpenAI’s talent.

About the Role

You will own and execute long-term talent strategies to identify, engage, and recruit many of the world’s leading and emerging AI researchers, research engineers, and technical scientists working at the frontier of machine learning. This is not a traditional execution-focused recruiting role.

You will operate as a strategic partner to OpenAI’s research staff, helping define hiring priorities, shape search strategy, influence candidate evaluation, and guide hiring decisions that directly impact the direction and quality of our frontier-model research and fulfillment of our mission.

In this role, you will:

• Partner directly with research and technical staff to define hiring priorities, shape search strategies, and anticipate future talent needs as technical roadmaps evolve.

• Proactively identify and cultivate exceptional AI/ML research talent across industry, academia, and emerging labs, often before formal hiring needs exist.

• Use market insights and candidate signals to influence hiring decisions, leveling, and compensation strategy for highly specialized research roles.

• Serve as a trusted advisor throughout candidate evaluation and closing — helping leaders calibrate for research excellence, long-term potential, and organizational fit.

• Collaborate closely with your sourcing partner to execute complex, high-impact searches in ambiguous or rapidly evolving technical domains.

You might thrive in this role if you:

• Significant experience recruiting within highly technical or specialized environments.

• Deep interest in AI research and a desire to engage directly with global research communities.

• Experience recruiting within highly technical or specialized environments such as ML/AI, distributed systems, infrastructure, scientific computing, or quantitative research.

• Track record of leading complex, ambiguous technical searches from early talent mapping through close.

• Experience navigating high-stakes negotiations with senior technical or research candidates.

• Comfort operating in fast-moving environments where hiring priorities and role definitions may evolve over time.

Workplace & Location

This role is based in our San Francisco office and we aren’t considering remote applications at this time. We use a hybrid work model of 3 days in the office with optional work from home on Thursdays and Fridays. We also offer relocation assistance to new employees.

Our open-plan offices have height-adjustable desks, conference rooms, phone booths, well-stocked kitchens full of snacks and drinks, three in-house prepared meals daily, outdoor space for working and socializing, wellness rooms, private bike storage, and more.

About OpenAI

OpenAI is an AI research and deployment company dedicated to ensuring that general-purpose artificial intelligence benefits all of humanity. We push the boundaries of the capabilities of AI systems and seek to safely deploy them to the world through our products. AI is an extremely powerful tool that must be created with safety and human needs at its core, and to achieve our mission, we must encompass and value the many different perspectives, voices, and experiences that form the full spectrum of humanity.

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What you'll do

You will be a trusted consultant to our People Experience (PE) partners and the business leaders at EA. Through conferences, research, networking, and ongoing development opportunities, we stay at the forefront of market trends and marry our knowledge of market practice with the needs of our business to create compelling compensation programs that attract, engage, reward, and retain EA's talent.

What you need

• Be the primary consultant for the assigned business unit(s), with teams located globally
• Establish and nurture consultative and collaborative relationships with PE partners, business leaders, and team members to educate managers and employees on compensation programs.
• Provide creative compensation recommendations and solutions aligned with EA's business strategy, compensation philosophy, and culture.

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What you'll do

• Advise HR Partners and Recruiters on compensation programs and concerns such as promotion adjustments, new hire offers, and any other job evaluations.
• You will triage compensation-related issues and serve as the first point of contact to the People Team around compensation programs and recruitment questions.

What you need

• Direct experience with Compensation programs, plans, and processes.
• Consultative experience in development and administration of compensation programs (base pay and variable pay) preferably in the gaming, technology, entertainment, or media industries.

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What you'll do

Intro.

• Advise HR Partners and Recruiters on compensation programs and concerns such as promotion adjustments, new hire offers, and any other job evaluations.
• Support compensation initiatives via your ability to take on projects.

What you need

• Direct experience with Compensation programs, plans, and processes.
• Consultative experience in development and administration of compensation programs (base pay and variable pay) preferably in the gaming, technology, entertainment, or media industries.

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You'll support in the planning and execution of national and international Workday projects and take responsibility for smaller streams. You'll steer the customer through all project phases from the initial request to the technical implementation.

• Workday solution implementation: You'll support in the planning and execution of national and international Workday projects and take responsibility for smaller streams.
• Process analysis: You'll analyze existing HR processes, evaluate their system compatibility, and develop suitable solutions together with the team.
• System configuration & data migration: You'll configure Workday solutions, perform data migrations, and integrate them seamlessly into existing systems.
• Customer support & knowledge building: You'll work closely with customers, build relationships, and support internal knowledge exchange and development measures.
• Business development: You'll assist in the (pre-)sales phase in creating offers and presenting solutions convincingly to customers.

What you need

To be well-prepared for your path at MHP, you'll have the following qualifications:

• Abgeschlossenes Studium im Bereich Wirtschaftsinformatik, Betriebswirtschaft oder einem vergleichbaren Studiengang.
• Du verfügst über erste Erfahrungen und Kenntnisse im HR und Workday Umfeld.
• Leidenschaft für HR-Prozesse und eine hohe Affinität für zukunftsweisende Technologien im HR Umfeld.
• Deine Arbeitsweise ist strukturiert, analytisch, kundenorientiert und geprägt von Flexibilität.

Why this matters

At MHP, you'll grow in an innovative and supportive environment, continuously developing your skills. This makes us the perfect sparring partner for your career. We offer you a wide range of benefits, including a supportive work environment, flexible working hours, and opportunities for professional growth and development.

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