• Act as the primary compensation advisor to Business leaders, translating business strategy into compensation frameworks and organizational design recommendations. • Develop innovative, business-aligned compensation programs that strengthen retention and support long-term. • Develop compensation strategies for diverse roles — from analytical and operational to legal, finance, and emerging leadership categories. • Drive adoption of consistent leveling, job families, and pay structures across highly varied business functions. • Lead semi-annual compensation cycles for G&A + Sales, ensuring alignment with Finance, strong governance, clean data, and cohesive cross-functional communication. • Strengthen systematic compensation governance — documenting standards, introducing decision frameworks, and ensuring consistency in offers, promotions, and pay decisions. • Evaluate pay equity, pay compression, flight risk indicators, role criticality, and ROI of compensation investments. • Build models to forecast cost impacts, scenario plan organization changes, and ensure financial discipline across business functions. • Own compensation system workflows for G&A + Sales teams, ensuring data accuracy, clarity of ranges, and intuitive reporting. • Create and deliver training to improve manager and leader compensation literacy, particularly for non-People, non-technical teams.