Compensation Strategy & Program Lead

Block is one company built from many blocks, all united by the same purpose of economic empowerment. The blocks that form our foundational teams — People, Finance, Counsel, Hardware, Information Security, Platform Infrastructure Engineering, and more — provide support and guidance at the corporate level. They work across business groups and around the globe, spanning time zones and disciplines to develop inclusive People policies, forecast finances, give legal counsel, safeguard systems, nurture new initiatives, and more. Every challenge creates possibilities, and we need different perspectives to see them all. Bring yours to Block.

We are looking for a Compensation Strategy & Program Lead to join our team in an AI-first operating model—one where compensation rules, decisions, and reporting are increasingly encoded into automated workflows and self-service tools rather than handled case by case. As our primary compensation archetype, our Program Leads operate as internal product owners. Beyond hands-on partnership, they architect scalable frameworks, build self-service governance, and drive strategic total rewards programs across the company.

Working as part of a lean pod of peer Program Leads, you will take full ownership of major program pillars while collaborating closely on overarching compensation philosophy, automation initiatives, and data-driven tooling.

You Will

• Own & Deliver Core Program Portfolios: Take strategic and operational ownership of assigned program pillars (e.g., focal cycles, equity architecture, salary structures, geo-pay, promotions, or specialized incentive frameworks), with the agility to evolve and rotate portfolio ownership over time.

• Collaborate within the Program Lead Cohort: Partner with peers to ensure strategic alignment, a cohesive global philosophy, and unified program delivery across different business areas and lifecycles.

• Build for Scalability & Self-Service: Work with Comp Ops and Data/Tooling to reduce manual triage by translating compensation rules into automated workflows, AI-assisted self-serve resources, and centralized reporting.

• Establish Policy as Code & Governance: Design transparent guardrails and delegation-of-authority frameworks that empower managers and People partners to make confident pay decisions autonomously.

• Serve as a Macro-Level Strategic Advisor: Advise senior leadership on talent market positioning, pay equity, and organizational design, prioritizing systemic improvements alongside the day-to-day

You Have

• Program / Product Orientation: Proven experience designing, iterating, and scaling enterprise compensation programs end-to-end, in addition to strong frontline consulting instincts.

• Cohort Collaboration & Autonomy: A high degree of independence in driving your portfolios, paired with strong cross-functional collaboration to maintain alignment across the team.

• Systems & AI-First Mindset: A strong instinct to solve edge cases through policy redesign, automation, and self-service tooling rather than repeated manual intervention.

• Analytical & Data Rigor: High proficiency in quantitative modeling and evaluating macro compensation metrics, with comfort partnering alongside data and operations teams.

• Experience & Tools: Substantial compensation experience (level to be calibrated to the role) and fluency with modern comp planning, HRIS, and data/analytics tooling

We’re working to build a more inclusive economy where our customers have equal access to opportunity, and we strive to live by these same values in building our