• Act as a consultative advisor to CHRO, HR Business Partners and Recruiting executive and senior leadership on compensation strategy, pay decisions, incentive design, and talent trade-offs. • Navigate complex peer equity and internal pay fairness considerations across technical, corporate, and operational employee groups. • Translate business strategy into scalable compensation frameworks that drive retention, engagement, and performance. • Provide data-driven recommendations supported by market benchmarking, internal equity analysis, and financial modeling. • Lead the design, implementation, and governance of base pay, short-term incentive (STI), and long-term incentive (LTI) programs. • Develop compensation structures that support a blended workforce model, balancing market competitiveness for high-tech talent with operational workforce scalability and internal equity. • Partner with Finance and HR to align compensation expense planning with budget and operating targets. • Conduct internal equity reviews and proactively identify compression, inversion, and parity risks. • Guide leaders through sensitive pay decisions, ensuring defensible and consistent outcomes. • Support pay transparency efforts and fairness initiatives while maintaining competitive positioning in differentiated labor markets. • Establish governance frameworks that maintain consistency while allowing flexibility for critical skill sets. • Support due diligence efforts for acquisitions, including compensation program assessment, incentive plan alignment, and risk analysis. • Lead compensation integration planning and execution, including harmonization of pay structures, incentive plans, and equity programs across diverse employee populations. • Develop retention and transition compensation strategies aligned to transaction objectives. • Partner with executive leadership and ownership stakeholders on equity administration. • Support administration and communication of equity plans, performance units, or other PE-backed equity structures. • Ensure equity strategy aligns with ownership objectives and retention priorities. • Ensure compensation programs comply with regulatory requirements and internal governance standards. • Develop and maintain compensation policies and documentation. • Lead annual compensation cycles (merit, bonus planning, equity grants), ensuring disciplined execution and stakeholder alignment. • Mentor and develop colleagues in HR to implement and manage compensation programs in their client groups. • Foster a culture of analytical rigor, fairness, and consultative service delivery.