Lead Compensation Business Partner

Stellenbeschreibung:

Partner with senior leadership, People Partners, and people managers to provide clear, data-driven guidance on compensation strategy, market positioning, program effectiveness, and complex pay decisions
Own the planning and execution of bi-annual compensation cycles for employees, including market analysis, budget modeling, manager guidance, calibration, executive recommendations, communications, and follow-through
Lead executive compensation and equity analysis, translating market data, company performance, internal equity, retention considerations, and governance requirements into clear recommendations
Drive quarterly Compensation Committee preparation and execution, including analysis, decision materials, stakeholder alignment, equity recommendations, and follow-through
Establish and maintain principles, decision frameworks, and governance for offers, equity grants, promotions, retention actions and other precedent-setting compensation decisions
Guide and challenge People Partners, Talent Acquisition, and hiring managers on compensation decisions, helping them navigate tradeoffs and apply Lattice’s compensation philosophy consistently
Partner with Finance, Legal, and People Operations to strengthen the systems, processes, controls, and operating rhythms that support our compensation programs
Leverage AI and automation to improve compensation workflows, reporting, and analysis, reducing manual work, increasing accuracy, and scaling the function
Serve as a trusted advisor to Product, Engineering, and Design, bringing practitioner expertise and customer insight into the development of Lattice’s compensation product
Lead cash and equity modeling, benchmarking, and reporting to inform compensation strategy, workforce planning, pay equity, and retention decisions
Connect compensation with performance, development, DEIB, and people analytics to identify risks, improve outcomes, and strengthen Lattice’s broader talent strategy
Maintain strong governance over compensation data, structures, processes, and documentation to ensure consistency, auditability, and operational excellence

Requirements

8–10+ years of progressive compensation experience, including ownership of complex programs in a dynamic or high-growth environment
Deep expertise across broad-based and executive compensation, equity strategy, market benchmarking, job architecture, and compensation modeling
Experience supporting Compensation Committee or board-level processes and developing clear, decision-ready recommendations
Strong business acumen and judgment, with the ability to navigate ambiguity, explain tradeoffs, challenge assumptions, and influence senior stakeholders
Experience establishing compensation principles, governance, and decision frameworks that improve consistency and scale
Advanced analytical skills and fluency with modern analytics and AI-enabled tools, with the ability to turn complex data into actionable insights
Strong executive communication and cross-functional partnership skills across People, Finance, Legal, Recruiting, and business leadership
Comfort operating as the sole compensation leader, owning both strategy and execution while managing multiple high-stakes priorities
Experience in a fast-growing SaaS organization, incentive compensation, or compensation product development is a plus

Core Competencies

Demonstrates deep expertise in compensation strategy, including executive compensation, equity analysis, and market benchmarking, while leveraging advanced analytical skills and AI-enabled tools to drive data-driven decision-making. Proven ability to establish governance frameworks and partner effectively across functions to enhance compensation programs and support organizational growth.