Senior Compensation Partner

About the company

G-P operates a SaaS-powered global employment platform that helps organizations expand into more than 180 countries without the burden of creating local entities. The company focuses on removing barriers to international business and enabling opportunity across borders.

Its remote-first culture is built around flexibility, support, and collaboration. Team members are encouraged to contribute ideas, grow their capabilities, and help shape the future of work in an environment where innovation and individual impact are recognized.

G-P supports companies in building global teams quickly, simplifying hiring, onboarding, and ongoing workforce management so clients can scale faster.

About the role

The Senior Compensation Partner is a strategic and analytical contributor who works closely with functional leaders to advance the Total Rewards strategy. The role calls for someone who can combine detailed analysis with practical recommendations and drive meaningful impact across compensation programs.

What you'll do

• Advise and support business leaders on a wide range of compensation matters.
• Take part in market survey benchmarking, lead the yearly review of internal pay ranges, and keep systems aligned with accurate compensation data.
• Analyze market pay levels, draw conclusions, and recommend the company’s competitive positioning along with any related budget implications.
• Review and recommend offer approvals and pay adjustments for assigned groups while working toward alignment with stakeholders.
• Collaborate on job documentation and role analysis that supports career architecture.
• Train managers and employees on compensation processes, career architecture, and how to discuss pay effectively.
• Help run focal compensation cycles and support their administration.
• Guide leaders through recurring compensation programs and timelines.
• Manage day-to-day compensation administration such as requisitions, pay or job updates, job profile maintenance, and employee questions.
• Recommend process improvements that increase efficiency in compensation programs, reporting, and related support work.
• Handle ad hoc job evaluation and market data requests as needed.
• Stay current on compensation trends and relevant statutory and regulatory obligations.
• Use mainstream AI tools, such as Gemini, and incorporate AI-based workflows into daily work to improve efficiency.

What we're looking for

• 3 to 5 years of experience in compensation.
• Exposure to non-traditional compensation programs is strongly preferred.
• Working knowledge of global compensation markets, practices, and datasets.
• Advanced Excel capability, including vlookups, logical formulas, pivot tables, and charts.
• Strong analytical ability with the confidence to carry out detailed independent analysis.
• Excellent communication skills with the ability to influence and explain compensation concepts clearly to varied audiences at all levels.
• Proven ability to lead moderately complex projects or contribute meaningfully to complex initiatives from start to finish.
• Comfort handling multiple priorities that may shift over time.
• High attention to detail and a balanced sense of urgency.
• Ability to move fluidly between transactional work and more strategic priorities.
• Strong problem-solving skills.
• Capability to build and maintain effective working relationships across a global organization.

Compensation and benefits

The annual gross base salary for this role is EUR 61,600 to EUR 77,000, plus variable compensation.

For full-time regular employees, additional pay may apply depending on the role type: sales roles may include commission, while non-sales roles may include an annual bonus based on individual and company performance and other factors.

Benefits and perks include generous paid parental leave, flexible time off, spending accounts, medical insurance, dental insurance, vision insurance, and a sabbatical after 5 years, along with additional offerings.

Additional information

Qualified candidates will be considered regardless of arrest records, conviction records, or other criminal history, subject to applicable local and state requirements. Final compensation placement is based on gender-neutral criteria such as relevant skills, experience, and qualifications. Actual pay may vary depending on factors including education, experience, qualifications, and geographic location.

Applicants in certain U.S. jurisdictions may be subject to specific fair-chance hiring notices and background-check procedures where applicable law requires them.

Equal opportunity and accommodations

G-P is an equal opportunity employer committed to maintaining a diverse, equitable, and inclusive workplace. The company does not discriminate or tolerate harassment on the basis of protected characteristics and provides reasonable accommodations for candidates and employees with disabilities. If an accommodation is needed during the interview process, candidates can contact the recruiting team directly.