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Senior Compensation Partner Jobs (NOW HIRING)

Gusto, Inc.

Senior Compensation Partner

Denver, CO · On-site

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 ...

Anduril Industries

Senior Compensation Partner

Seattle, WA · On-site

$146K - $194K/yr

We're seeking a Compensation Partner who's ready to architect the future of our compensation strategy and propel Anduril to new heights. The Total Rewards team is looking for a Compensation Partner ...

GitLab

An overview of this role As a Senior Compensation Partner, you will help GitLab build and sustain a high-performance culture by aligning compensation programs with our strategy, values, and team ...

Anduril Industries

Senior Compensation Partner

Boston, MA · On-site

$146K - $194K/yr

We're seeking a Compensation Partner who's ready to architect the future of our compensation strategy and propel Anduril to new heights. The Total Rewards team is looking for a Compensation Partner ...

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Senior Compensation Partner information

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$54.5K

$102K

$151K

How much do senior compensation partner jobs pay per year?

As of May 30, 2026, the average yearly pay for senior compensation partner in the United States is $101,982.00, according to ZipRecruiter salary data. Most workers in this role earn between $82,000.00 and $116,500.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a Senior Compensation Partner, and why are they important?

To thrive as a Senior Compensation Partner, you need expertise in compensation strategy, data analysis, and a deep understanding of HR practices, usually backed by a degree in human resources, finance, or a related field. Familiarity with compensation management software, advanced Excel skills, and often a Certified Compensation Professional (CCP) credential are typically required. Strong analytical thinking, business acumen, and the ability to communicate complex information clearly are crucial soft skills in this role. These competencies are essential for designing competitive pay structures, ensuring compliance, and providing strategic guidance to attract and retain top talent.

How does a Senior Compensation Partner collaborate with cross-functional teams to develop effective compensation strategies?

A Senior Compensation Partner works closely with HR, finance, and business leaders to design and implement compensation programs that align with organizational goals. This collaboration often involves analyzing market data, gathering input from various departments, and ensuring that pay practices are both competitive and compliant. By facilitating regular meetings and workshops, the Senior Compensation Partner ensures that compensation strategies support talent attraction, retention, and internal equity across the company.

What is a Senior Compensation Partner?

A Senior Compensation Partner is an experienced HR professional who specializes in designing, implementing, and managing compensation programs within an organization. They collaborate with business leaders and HR teams to ensure pay structures are competitive, equitable, and aligned with company goals. Their responsibilities often include salary benchmarking, pay equity analysis, incentive plan design, and providing guidance on compensation-related policies. Senior Compensation Partners play a key role in attracting and retaining talent by ensuring that compensation practices are fair and market-competitive.

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

AspectSenior Compensation PartnerCompensation Analyst
CredentialsTypically requires 5+ years in compensation, HR certifications (e.g., CCP, CBP)Usually requires 2+ years in compensation, often a bachelor’s degree in HR, finance, or related field
Work EnvironmentStrategic, partnering with leadership, involved in policy developmentData analysis, reporting, supporting compensation programs
Employer & Industry UsageUsed in large corporations, HR departments, consulting firmsCommon in HR teams, corporate finance, and consulting

The Senior Compensation Partner focuses on strategic compensation planning and policy development, working closely with leadership. In contrast, the Compensation Analyst primarily handles data analysis, reporting, and supporting compensation programs. Both roles are essential in HR but differ in scope and seniority.

What cities are hiring for Senior Compensation Partner jobs? Cities with the most Senior Compensation Partner job openings:
What states have the most Senior Compensation Partner jobs? States with the most job openings for Senior Compensation Partner jobs include:
Infographic showing various Senior Compensation Partner job openings in the United States as of May 2026, with employment types broken down into 83% Full Time, 11% Part Time, and 6% Contract. Highlights an 90% Physical, 3% Hybrid, and 7% Remote job distribution, with an average salary of $101,982 per year, or $49 per hour.
Senior Compensation Partner

Senior Compensation Partner

Cambium Learning Group

Dallas, TX • On-site, Remote

Full-time

Posted 8 days ago

Cambium Learning Group rating

9.2

Company rating: 9.2 out of 10

Based on 5 frontline employees who took The Breakroom Quiz

12th of 183 rated software companies

Job description

Senior Compensation Partner
Location: Remote, US. Candidates must reside and work within the United States.
Job Overview:
Cambium Learning Group is looking for a Senior Compensation Partner, to support and evolve our compensation programs across the organization. Reporting into the VP, Total Rewards and People Operations, this role partners closely with business leaders and People Experience Business Partners to guide compensation decisions and support assigned client groups across multiple business units. You'll partner with senior executives to evolve Cambium's sales and go-to-market incentive programs helping ensure they support sales priorities across the company.
This is a highly visible individual contributor role reporting to the VP, Total Rewards & People Operations. The role combines deep expertise in sales incentive compensation with effective compensation partnership across a complex, multi-business organization, helping translate business strategy into clear programs, guidance, and materials that leaders and employees can reliably use.
Job Responsibilities:
Sales Incentive Compensation
Translate sales strategy and go-to-market priorities into clear incentive plans and supporting documentation for Cambium's sales organizations.
  • Drive the development and ongoing management of Cambium's sales incentive plans, ensuring programs align with business priorities and support the intended sales behaviors.
  • Partner closely with Sales leadership, Finance, and Sales Operations to interpret go-to-market strategy, quotas, and territory decisions and translate them into clear and executable incentive plans.
  • Provide professional guidance on sales incentive structures by pressure-testing assumptions, identifying potential risks or unintended outcomes, and helping leaders evaluate plan design.
  • Draft and maintain sales compensation plan documentation, including plan terms and conditions, quota sheets, and incentive communications.
  • Present incentive plan recommendations and supporting analysis to key stakeholders and facilitate alignment and approvals.

Compensation Partnership
Partner with leaders and People Experience Business Partners (PXBPs) to guide compensation decisions, ensuring pay practices are competitive, consistent, and aligned with business needs.
  • Provide consultative guidance to PXBPs, people leaders, and other stakeholders on salary recommendations, job leveling, and pay competitiveness within assigned client groups.
  • Conduct market pricing and benchmarking analyses for broad-based pay and variable compensation programs to inform compensation recommendations and maintain market competitiveness.
  • Support job architecture, job evaluation, and leveling initiatives across the organization.
  • Review compensation for job offers and provide guidance to Talent Acquisition and business leaders to support equitable and market-aligned outcomes.
  • Develop and present compensation recommendations that balance market data, internal equity, and business objectives.

Compensation Enablement
Build the materials, guidance, and processes that help leaders, PXBPs, and employees understand and apply both sales incentive and broader compensation programs effectively.
  • Define and improve compensation processes, tools, and templates to increase clarity, consistency, and efficiency across compensation programs.
  • Identify process gaps, inefficiencies, and risks within compensation programs; recommend and implement improvements that make programs easier for leaders and employees to navigate.
  • Communicate compensation concepts clearly to people leaders, PXBPs, and employees, helping stakeholders understand how compensation programs work and how conclusions are made.
  • Develop clear, executive-ready materials and summaries that translate compensation data and recommendations into understandable guidance.
  • Define and maintain clear guidelines and guardrails that guide compensation program design and related outcomes.

Job Requirements:
  • Demonstrated expertise in sales and incentive compensation within a Total Rewards, Compensation, or related function, including a proven understanding of how incentive plans drive behavior and help sales strategy.
  • Experience partnering with Sales leadership, Finance, and Sales Operations to develop and operationalize incentive programs.
  • Proven compensation fundamentals, including market pricing, benchmarking, salary structure management, and job leveling.
  • High proficiency with Excel and the ability to build clear, professional insights and summary materials (tables, charts, presentations).
  • Experience working in Workday to help compensation processes and data management is required; experience with incentive compensation platforms such as Xactly, Varicent, or similar tools is a plus.
  • Solid communication and facilitation skills, with the ability to explain complex compensation concepts, gather input, and guide stakeholders.
  • Sound judgment and the ability to make thoughtful, defensible compensation recommendations.
  • Self-motivated, collaborative, and results-oriented, with a sense of ownership and follow-through.

What We Offer:
  • The opportunity to play a key role in shaping Cambium's sales incentive and compensation programs across multiple business units.
  • Exposure to and collaboration with Cambium's senior executives.
  • A collaborative team environment where your expertise, ideas, and execution will help shape the future of Cambium's Total Rewards programs.

To learn more about our organization and the exciting work we do, visit www.cambiumlearning.com
Remote First Work Environment
Our Remote First approach gives employees the flexibility and trust they need to effectively balance work with life. It creates a culture in which all employees are valued and where success is measured in results. It allows us to work collaboratively, inclusively and for greater positive impact, regardless of our individual locations.
If you will be working remotely, either occasionally or on a permanent basis, you must have a reliable internet connection through a cable or fiber-optic broadband service with minimum speeds of 10 Mbps download and 5 Mbps upload.
The successful candidate will be expected to actively participate in video-based interviews during the recruiting process and ongoing virtual meetings with their camera on, as part of their role. To maintain confidentiality and ensure a fair evaluation process, the use of note-taking tools, reference materials, or AI-powered tools (including generative AI, language models, or similar technologies) during interviews or other selection activities is prohibited unless prior written approval has been obtained from the People Experience team. If you require an exception for medical, accessibility, or other reasons, please contact your Talent Acquisition team member to discuss accommodations in advance.
As part of our Remote-First benefits, Cambium offers reimbursement to help cover the cost of setting up your home or remote office.
An Equal Opportunity Employer
We are dedicated to fostering a culture that celebrates unique backgrounds, ideas, and experiences. All qualified applicants will receive consideration for employment without discrimination on the basis of race, color, age, religion, sex (including pregnancy, gender, gender identity/expression, or sexual orientation), national origin, protected veteran status, disability, or genetic information (including family medical history).
We will provide reasonable accommodations for qualified individuals with disabilities. You may request an accommodation during the recruiting process with your Talent Acquisition team member.

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