Senior Compensation Partner

What You'll Do

As our Senior Compensation Partner you will be a global senior individual contributor who serves as a compensation subject matter expert for Avalara. You will lead complex compensation programs and provide strategic, data-driven guidance to senior leaders and People Partners. The Senior Compensation Partner ensures global compensation programs are equitable, and aligned with business strategy. You will operate with high autonomy and influences compensation practices across the company. You will report to the Senior Director, Compensation. This is a remote position in the United States.

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What Your Responsibilities Will Be

• Lead global compensation projects including salary refresh, merit, bonus, and equity programs, by leading execution strategy, validating complex data, resolving issues, and ensuring accurate delivery.

• Be a trusted advisor to senior leaders and People Partners by providing expert guidance on pay decisions, job offers, promotions, organizational design, and complex compensation matters.

• Lead job evaluations and leveling decisions by applying Avalara's job architecture framework, exercising independent judgment, and ensuring understanding of market data and internal equity.

• Evaluate jobs by assessing scope, responsibility, experience, and education requirements to determine appropriate placement within Avalara's job architecture and ensure accurate EEO and FLSA classifications.

• Translate external market insights into relevant compensation recommendations.

• Recommend and influence improvements to compensation programs and policies to enhance, equity, and operational efficiency.

• Administer and oversee global compensation programs by ensuring application of policies, mitigating risk, and identifying opportunities for process enhancement.

• Conduct advanced compensation analysis to identify trends, risks, and opportunities, and present clear, executive-ready recommendations.

• Provide guidance and informal mentorship to less experienced team members on compensation practices and methodologies.

• Use AI tools to improve insight generation, enhance advanced compensation modeling, market benchmarking analysis, executive reporting, and process optimization.

What You’ll Need To Be Successful

• Bachelor's degree in Human Resources, Business, Finance, Economics, or a related field.

• 10+ years of progressive compensation experience within a technology company.

• Experience supporting global compensation programs in a complex, multi-region environment.

• Experience advising senior leaders and People Partners on complex compensation decisions.

• Experience managing large-scale projects.
• Demonstrated experience using AI tools to enhance data analysis, reporting, modeling, or process efficiency.
• Knowledge of compensation principles, job architecture, market pricing methodologies, and incentive practices.
• Deep experience conducting market benchmarking using survey providers such as Radford, Mercer, and WTW.
• Experience using Workday or similar Human Capital Management systems.
• Advanced Excel skills, including modeling, scenario analysis, and executive-level reporting.

• You can translate complex data into clear recommendations.

Preferred Qualifications

• Certified Compensation Professional (CCP) designation.

• Experience supporting compensation programs in a public company environment.

• Experience in a high-growth or technology company.

• Experience contributing to global compensation program design and structure.

• Experience conducting pay equity analysis and regulatory reporting.

• Advanced degree in Human Resources, Business, Finance, or a related field.

Pay Range Details

The base pay range(s) below are provided in compliance with state specific laws. Pay ranges may be
different in other locations.

Colorado $136,400-$225,000 (annually) 
Washington $136,400-$248,600 (annually) 
California $136,400-$272,500 (annually) 
NYC $165,100-$272,500 (annually) 

The pay range above is the general base pay range for a successful candidate in the state listed. The
successful candidate’s actual salary/wage may be based on various factors, such as geographic
location, candidate experience and qualifications, as well as market and business considerations.
This role is eligible for an annual bonus based on individual and company performance, depending on
the terms of the appl