Senior Director, Compensation

Ready to be a Titan?

Most compensation functions answer questions. We're building one that anticipates them.

ServiceTitan is a post-IPO, globally distributed software company with operations across the US, Canada, Armenia, India, Poland, and Australia. Our compensation function owns the full stack — strategy, structure, incentive design, equity programs, cycle execution, and the employee and manager experience of all of it. What's unusual is what we're building toward: instant, dynamic visibility for every employee into their total compensation, tools to model equity outcomes, and managers who understand their budget and feel confident having comp conversations before they need to.

This role leads that function. You'll own the philosophy, the architecture, and the programs — thinking about all of it the way a product manager thinks about a product: who's the user, what's creating friction, and what does a better version look like?

You know the difference between a well-run function and a good one, and you have a genuine point of view on where compensation is going — not a conference slide about trends, but an actual opinion on what your programs should look like in three years and why. You're energized by the intersection of financial rigor and employee experience, and you build trust with executives by being a clear thinker and a straight communicator, not by telling people what they want to hear. This is a role for someone who wants to build something that doesn't exist yet, not maintain a function that's already figured out.

What you'll do:

• Define compensation strategy and philosophy — the positioning decisions and principles that guide how we handle exceptions and communicate trade-offs. Own compensation committee materials and support board-level discussions on program design and executive pay.
• Lead the design and evolution of our bonus and long-term incentive programs, connecting individual and company performance to outcomes that are understandable, motivating, and aligned with how the business creates value.
• Own equity as a strategic asset — design refresh frameworks tied to retention and performance, build employee-facing equity education, and partner with Finance and Legal on program mechanics, dilution modeling, and board approval.
• Own job architecture and global pay infrastructure — job families, levels, career ladders, and pay structures across five geographies — and keep it current as AI reshapes job families and skills requirements.
• Lead merit, promotion, and equity refresh cycles as moments that demonstrate our compensation philosophy, not just operational deliverables. Make every cycle better than the last.
• Serve as the primary compensation partner to the CFO and CHRO — headcount cost modeling, budget scenario analysis, and the reporting infrastructure that makes compensation decisions visible and defensible.
• Stay ahead of the market through real-time data and peer relationships, monitoring how AI, pay transparency legislation, and workforce shifts are changing the landscape before they show up in offers or attrition.
• Own pay transparency and compliance across all jurisdictions — disclosure requirements, pay equity analysis, and audit-readiness — as a leadership responsibility, not a checkbox.

What you'll bring:

• 10–15 years in compensation, with meaningful time owning a function rather than supporting one — you've led programs, not just administered them
• Deep expertise in incentive plan design, including building or rebuilding bonus and equity programs at a company with real complexity
• Equity compensation fluency — RSU programs, refresh grant strategy, dilution mechanics, employee education, and the financial modeling behind board-level discussions
• Financial IQ at the CFO-partner level; you can build a headcount cost model and walk a finance leader through scenario analysis without a translator
• Global operating experience across multiple geographies with different labor laws, pay norms, and compliance requirements
• A builder orientation — you treat programs as products, find the friction, and fix it so you don't have to fix it again
• Strong executive presence; you communicate complex trade-offs clearly and earn trust by being consistently right and consistently honest
• SaaS or AI experience in a complex, fast-paced global environment
• Workday experience as a power user or program owner
• Experience with real-time benchmarking platforms (P