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Compensation Business Partner Jobs (NOW HIRING)

Workday, Inc.

$139 - $208/hr

## Senior Compensation Business Partner, SalesApplyremote type: Flexlocations: USA, CA, Pleasantontime type: Full Timeposted on: Posted Todayjob requisition id: JR-0108857**Your work days are brighter ...

certexamdb.com

$180 - $260/hr

Act as a strategic partner to HR Business Partners, Leadership Recruiters, and the Executive team on all executive compensation matters * Conduct analyses of market data in order to ensure ...

airbnb, Inc.

Compensation Partner

San Francisco, CA · On-site

$180 - $280/hr

The ideal candidate will be a strong business partner and a builder of compensation programs, tools, and data infrastructure, and must be comfortable operating with autonomy in a fast-moving ...

certexamdb.com

Compensation Partner

San Francisco, CA · On-site

$168 - $210/hr

The ideal candidate will be a strong business partner and a builder of compensation programs, tools, and data infrastructure, and must be comfortable operating with autonomy in a fast-moving ...

Airbnb

Compensation Partner

San Francisco, CA · On-site

The ideal candidate will be a strong business partner and a builder of compensation programs, tools, and data infrastructure, and must be comfortable operating with autonomy in a fast-moving ...

Airbnb

Compensation Partner

San Francisco, CA · On-site

The ideal candidate will be a strong business partner and a builder of compensation programs, tools, and data infrastructure, and must be comfortable operating with autonomy in a fast-moving ...

certexamdb.com

$168 - $210/hr

The ideal candidate will be a strong business partner and a builder of compensation programs, tools, and data infrastructure, and must be comfortable operating with autonomy in a fast-moving ...

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Compensation Business Partner information

See salary details

$74.5K

$87.5K

$99K

How much do compensation business partner jobs pay per year?

As of Sep 6, 2026, the average yearly pay for compensation business partner in the United States is $87,500.00, according to ZipRecruiter salary data. Most workers in this role earn between $81,000.00 and $94,000.00 per year, depending on experience, location, and employer.

What is a compensation business partner?

A Compensation Business Partner is a human resources professional who specializes in designing, managing, and advising on employee compensation programs within an organization. They collaborate with business leaders to ensure that salary structures, incentive plans, and benefits are competitive and aligned with company goals. Their responsibilities often include benchmarking salaries, conducting pay equity analyses, and providing guidance on compensation strategy to attract and retain talent. By balancing market trends and organizational needs, Compensation Business Partners help foster a fair and motivating work environment.

What are the key skills and qualifications needed to thrive as a compensation business partner?

To thrive as a Compensation Business Partner, you need strong analytical skills, deep knowledge of compensation practices, and a background in HR or finance, often supported by a bachelor's degree and experience in compensation or total rewards. Familiarity with HRIS systems, market pricing tools, and certifications such as CCP (Certified Compensation Professional) are typically used. Exceptional communication, stakeholder management, and problem-solving abilities help you advise business leaders and influence compensation decisions. These skills are crucial for designing competitive pay structures that attract and retain talent while ensuring internal equity and compliance.

How does a compensation business partner typically collaborate with HR and business leaders to develop competitive pay strategies?

A Compensation Business Partner works closely with HR teams and business leaders to analyze market data, review internal pay structures, and align compensation strategies with organizational goals. This collaboration often involves regular meetings to discuss workforce needs, budget constraints, and emerging industry trends. By providing data-driven insights and recommendations, the Compensation Business Partner ensures that pay practices are both competitive and compliant, ultimately supporting talent attraction and retention.

What is the difference between Compensation Business Partner vs Compensation Analyst?

AspectCompensation Business PartnerCompensation Analyst
CredentialsTypically requires a bachelor’s degree in HR, finance, or related field; certifications like CCP or CBP are commonUsually holds a bachelor’s degree in HR, finance, or related area; certifications like CCP are preferred
Work EnvironmentCollaborates with HR and leadership teams; strategic focusAnalyzes data; supports compensation programs; more data-driven
Employer & Industry UsageUsed across industries; strategic partner role in HR teamsCommon in HR departments; focuses on compensation data analysis

The Compensation Business Partner works closely with leadership to develop compensation strategies, while the Compensation Analyst focuses on analyzing compensation data to support decision-making. Both roles require similar credentials but differ in strategic versus analytical focus.

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Who are the top companies hiring for Compensation Business Partner jobs?

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Compensation Business Partner jobs near you
Infographic showing various Compensation Business Partner job openings in the United States as of August 2026, with employment types broken down into 83% Full Time, 14% Part Time, and 3% Contract. Highlights an 90% Physical, 3% Hybrid, and 7% Remote job distribution, with an average salary of $87,500 per year, or $42.1 per hour.

Senior Compensation Business Partner

Rippling

San Francisco, CA • On-site

$200K - $240K/yr

Full-time

Re-posted 26 days ago

Rippling rating

8.9

Company rating: 8.9 out of 10

Based on 15 frontline employees who took The Breakroom Quiz

38th of 247 rated software companies

Job description

About Rippling
Rippling gives businesses one place to run HR, IT, and Finance. It brings together all of the workforce systems that are normally scattered across a company, like payroll, expenses, benefits, and computers. For the first time ever, you can manage and automate every part of the employee lifecycle in a single system.
Take onboarding, for example. With Rippling, you can hire a new employee anywhere in the world and set up their payroll, corporate card, computer, benefits, and even third-party apps like Slack and Microsoft 365-all within 90 seconds.
Based in San Francisco, CA, Rippling has raised $1.4B+ from the world's top investors-including Kleiner Perkins, Founders Fund, Sequoia, Greenoaks, and Bedrock-and was named one of America's best startup employers by Forbes.
We prioritize candidate safety. Please be aware that all official communication will only be sent from @Rippling.com addresses.
About the role
We are looking for a Compensation Business Partner to join our Compensation team. This role will oversee the design and delivery of compensation programs for Customer Experience teams.
You will lead the design and delivery of salary structures, incentive plans, and variable compensation programs that are competitive, scalable, and aligned with Rippling's financial and business goals. You'll serve as the trusted partner to leadership, Revenue Operations, and Finance to deliver compensation programs to drive high performance and growth.
What you will do
  • Partner closely with Revenue Operations and Finance to design, implement, and govern salary structures, incentive plans, and other compensation frameworks.
  • Benchmark compensation practices against competitive companies and apply insights to strengthen Rippling's pay positioning.
  • Serve as a trusted advisor to leaders, providing consultation on pay-for-performance strategies, quota alignment, and competitive practices.
  • Partner with product, sales and engineering teams to contribute to the development of variable compensation software that empowers Sales, Finance, Recruiting, to manage their incentive programs.
  • Develop models for incentive cost, ROI, and scenario planning to support Finance and executive decision-making.
  • Lead communications and enablement to ensure managers and employees clearly understand how their compensation programs work.
  • Partner with cross-functional stakeholders to ensure compensation programs are consistent, compliant, and scalable globally.

What you will need
  • At least 8 years of compensation-related work experience, preferably within the tech industry, with at least 4 years managing Compensation Programs. .
  • Experience with Incentive Plans in the US (or Private company equity preparing for IPO) preferred
  • Substantial command of compensation fundamentals: job matching, market pricing, Leveling and Job Architecture, equity mechanics at private and public companies, cyclical programs, etc.
  • Ability to manage change and ambiguity, and influence cross functional stakeholders effectively. Collaborate with diverse teams, communicate complex information clearly and concisely to a variety of audiences, build strong relationships with stakeholders, and influence decision-making through data-driven insights and persuasive communication.
  • Prior experience working with large amounts of data, utilizing strong analytical skills to interpret compensation trends and build intelligence through reporting, with high attention to data validity.
  • Excellent communication and presentations skills, with the ability to effectively translate complex compensation concepts/models into digestible plans to the executives.

Even if you don't meet all of the requirements listed here, we still encourage you to apply. Skills can be used in lots of different ways and your life and professional experience may be relevant beyond what a list of requirements will capture.
Additional Information
Rippling is an equal opportunity employer. We are committed to building a diverse and inclusive workforce and do not discriminate based on race, religion, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, age, sexual orientation, veteran or military status, or any other legally protected characteristics, Rippling is committed to providing reasonable accommodations for candidates with disabilities who need assistance during the hiring process. To request a reasonable accommodation, please email accomodations@rippling.com
Rippling highly values having employees working in-office to foster a collaborative work environment and company culture. For office-based employees (employees who live within a 40 mile radius of a Rippling office), Rippling considers working in the office, at least three days a week under current policy, to be an essential function of the employee's role.
This role will receive a competitive salary + benefits + equity. The salary for US-based employees will be aligned with one of the ranges below based on location; see which tier applies to your location here.
A variety of factors are considered when determining someone's compensation-including a candidate's professional background, experience, and location. Final offer amounts may vary from the amounts listed below.
Salary Range:
Tier 1: $200,000- $240,000
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