Compensation Operations Partner

At Arctic Wolf, we're not just navigating the cybersecurity landscape - we're redefining it. Our global team of dedicated Pack members is driving innovation and setting new industry standards every day. Our impact speaks for itself: we've earned recognition on the Forbes Cloud 100, CNBC Disruptor 50, Fortune Future 50, and Fortune Cyber 60 lists, and we recently took home the 2024 CRN Products of the Year award. We’re proud to be named a Leader in the IDC MarketScape for Worldwide Managed Detection and Response Services and earning a Customers' Choice distinction from Gartner Peer Insights. Our Aurora Platform also received CRN’s Products of the Year award in the inaugural Security Operations Platform category. Join a company that’s not only leading, but also shaping, the future of security operations. 

Our mission is simple: End Cyber Risk. We’re looking for a Compensation Operations Partner to be part of making that happen.

The Compensation Operations Partner is an individual contributor responsible for designing, governing, and maintaining foundational compensation frameworks, tools, and processes that enable client-facing Compensation Partners to deliver programs effectively. This role oversees compensation cycle execution (merit, bonus, equity), supports market pricing activities, and ensures accurate bonus payouts. It drives system configuration enhancements, manages vendor relationships, and enforces compliance and governance standards. The Compensation Operations Partner collaborates with internal stakeholders to improve workflows, maintain job architecture and description libraries, and execute compensation programs with precision. Additionally, this role leads compensation due diligence, integration planning, and harmonization of pay programs during organizational changes or expansions, serving as a key expert in compensation infrastructure.

Responsibilities: 

• Lead the design and governance of foundational compensation processes, tools, and templates based on business needs and stakeholder input.
• Build and maintain compensation frameworks that reflect evolving organizational requirements and market practices.
• Define standards for compensation processes and ensure adherence across systems and workflows.
• Establish timelines and manage guidelines for compensation programs; ensure consistency and accuracy in execution.
• Prepare and execute compensation cycles (merit, bonus, equity) in collaboration with client-facing partners including accurate calculation and processing of bonus payouts.
• Conduct audits and testing to validate data integrity and compliance; identify gaps and recommend improvements.
• Improve workflows and templates to enhance efficiency and accuracy across compensation processes.
• Drive system configuration enhancements for compensation programs; partner with Workday and HRIS teams to ensure accurate setup.
• Manage vendor relationships, including contract renewals, budget tracking, and service delivery oversight; serve as primary point of contact for vendors.
• Manage market pricing activities, including survey participation, data validation, data pulls, and maintenance of pricing tools.
• Support compensation due diligence and integration planning during M&A or organizational changes; harmonize pay programs and job architecture.
• Manage job description library and updates to job architecture documentation; ensure version control and consistency across records.
• Design compensation programs for new countries, including job architecture, pay structures, and compliance alignment.
• Prepare reports and dashboards for internal stakeholders; provide insights to inform decision-making.
• Contribute to special projects such as system testing, process improvement initiatives, and compliance reviews.
• Participate in development of communication and enablement materials for HR, leaders, and employees.

Required Skills and Experience: 

• Bachelor’s degree in Human Resources, Business, or related, or equivalent combination of relevant experience and education. 
• 7+ years of progressive compensation experience with 3+ years' experience in management of some core compensation processes or specialization in a technical specialty.
• Demonstrated ability to influence executive decisions and lead large-scale projects. 
• Advanced proficiency in data analysis and compensation modeling tools. 
• Strong knowledge of compensation governance and regulatory compliance. 
• Operates with minimal oversight on complex, high-impact projects.
• Demonstrates judgment and autonomy in ambiguous situations.
• Translates intricate compensation issues into actionable solutions.
• Ability to lead complex p