Global Director, Compensation

What The Role Is Compensation is a large part of how we attract and retain exceptional talent. We’re hiring a Global Director, Compensation to own our entire compensation strategy. Your day-to-day focus will be on building the compensation programs that drive acquisition and retention of top-tier talent. You will be encouraged to use your creative side to build programs while balancing the tension of analytical rigor and high integrity. You will directly model and own our executive compensation philosophy, including private company equity modeling. You are energized by presenting to the executive team and the executive compensation committee. You'll report directly to our SVP of People and work with executives across the company. Who You Are • You bring 12+ years of experience across compensation or total rewards, including executive compensation, equity, and compensation analytics. • You’ve built and scaled compensation programs in a technology company, with deep expertise in private and public company equity modeling, market pricing, job architecture, pay equity, incentive design, and governance. • You can model executive pay—including base, bonus, and equity—and turn complex analysis into clear recommendations and Compensation Committee materials. Experience presenting directly to a comp committee is a plus. • You’re deeply fluent in equity compensation, including options, RSUs, vesting design, refresh cycles, eligibility, and dilution tradeoffs. • You have deep private-company executive compensation and equity experience, in-house or as an advisor, and you understand how compensation, governance, and disclosure change as a company prepares for an IPO. • You're creative. You find workable solutions and recognize when a rigid solution isn’t right. • You have extremely high attention to detail and can intuitively spot when numbers feel off. • You bring strong analytical and financial acumen, including experience with compensation forecasting, budgeting, accruals, and workforce planning. • You have worked directly with tech executive leadership to model engineering, product and design compensation. • You’re a trusted partner to senior Finance, Legal, Payroll, HR, and business leaders, with the executive presence and writing skills to make complex issues clear. • You have 5+ years of people leadership experience. You develop a small team, coach them toward more strategic work, and lead through change. • You apply first-principles thinking, sound judgment, and disciplined execution in ambiguous situations—and handle sensitive information with discretion. • You use AI to work smarter and improve your output, and you remain curious about how emerging tools can strengthen the function. How You'll Make an Impact • Own the strategy behind Babylist's global compensation programs and annual cycles, and set the philosophy and design for job architecture, market pricing, promotions, pay adjustments, and equity eligibility. • Redesign the company’s equity strategy and employee experience, including options versus RSUs, refresh programs, and communications. • Serve as the company’s compensation authority, advising leaders and HR partners on competitive pay decisions, policy interpretation, and exceptions with sound, independent judgment. • Communicate compensation programs with clarity and lead the rollout of new initiatives, so leaders and employees understand what is changing and why • Lead compensation analytics. This includes benchmarking, pay equity, range penetration, and incentive analysis. Translate findings into executive-ready recommendations. • Partner with Finance, Payroll, Legal, Talent Acquisition, and Total Rewards on compensation planning, budgets, offer design, pay progression, and workforce planning. •