• Serve as the primary strategic advisor to EPD leadership on compensation philosophy & pay positioning • Design and evolve creative compensation programs that retain top technical talent and reinforce a high-performance engineering, product, and design culture • Lead evolution of EPD-specific frameworks (IC track, engineering advancement velocity, differentiated compensation levers for top-of-market roles). • Own and lead semi-annual compensation cycles for EPD, ensuring alignment with Finance, accuracy, calibration discipline, and a best-in-class leader experience. • Define and uphold compensation governance across EPD — ranges, leveling consistency, IC/Senior/Staff expectations, offer standards, and equity guidelines • Partner with People Analytics to analyze hiring trends, internal mobility outcomes, pay equity gaps, and performance distribution patterns. • Build financial models and scenario plans to evaluate cost impacts, talent density shifts, and future-state compensation needs. • Own optimization of compensation systems (including Complete) for EPD-specific workflows, reporting, and accuracy. • Create and deliver compensation literacy programs for engineering managers, PM leaders, and design leadership — driving consistent, high-quality talent decisions.