Senior Equity Compensation Analyst

The Staff Compensation Analyst is the senior individual contributor on the Compensation Programs & Strategy team, working directly with the Director on the team's most complex and highest-stakes work. The role's primary ownership is equity and compensation financial planning—designing the broad-based (non-executive) equity program, running the monthly grant cycle end to end, and owning the budget and forecast across base, bonus, and equity. Beyond that core, the role carries breadth by design: it takes on the most complex open problem in the portfolio at any given time, because the judgment that makes it work in equity is the same judgment that makes it work anywhere in compensation.

Equity Program Design & Modeling Own the broad-based equity program architecture end to end — grant guidelines, new-hire sizing, refresh logic, and the exception framework — designed to hold up as headcount, geography mix, and stock price change Build and maintain the models that drive program strategy: retention and attrition risk (unvested hold power), dilution, grant sizing scenarios, and shifts in allocation approach (participation-based vs. performance-based) under ambiguous parameters Own the exception framework rather than the exceptions — define what qualifies, set the approval path, and surface the pattern when exceptions start signaling a broken guideline Anticipate regulatory, audit, and employee relations exposure in program design Compensation Financial Planning Own compensation expense planning across base, bonus, and equity — annual forecast submission, in-cycle re-forecasts, cadenced tracking of actuals to plan, and reallocation decisions as business conditions shift Serve as the compensation team's primary interface to Finance: build the numbers, own the narrative behind them, and carry budget negotiations alongside the Director Own equity budget management — pool availability, burn rate, overhang, dilution — and partner with Finance and Accounting on stock-based compensation expense forecasting, holding the connection between what we can grant and what it costs the P&L Set the standard for variance reporting: explain drivers alongside deltas, and surface risk early enough that there's still a decision to make Build the scenario models that price tradeoffs, so budget conversations start from options rather than a single number Program Execution Own end-to-end execution of the compensation programs this role holds, including the monthly equity grant cycle — share requests, supporting materials, and approval routing Manage program timelines, dependencies, and stakeholder deliverables, with consistency and compliance built into the process rather than checked at the end Lead change management for new or updated programs, guidelines, and policies, and develop audience-calibrated communications and training for each Balance speed, rigor, and simplicity across the programs this role owns — actively retire complexity, consolidate one-off processes, and choose the simplest design that survives audit Range Move across the compensation portfolio as priorities shift — job architecture, market pricing methodology, incentive design, compliance response — taking full ownership of the problem rather than support of it Operate with the judgment to work an unfamiliar problem: frame it, choose an approach, and bring a recommendation rather than a set of questions Build in a way that transfers — documented logic, working tools, and someone else able to run it — so moving on from a workstream doesn't cost the team what was built Partnership & Standards Primary compensation partner to Finance, Equity Operations, and Systems — owning the relationships rather than responding to them, and driving alignment on the data and platform decisions that compensation programs depend on Go-to equity subject matter expert for Recruiting, Legal, HRBPs, and business leaders Drive cross-functional alignment on program