Sr. Compensation Manager, G&A

(GAQ227R300)

Databricks is seeking a strategic and experienced compensation lead to serve as a trusted partner to founders and senior leadership in our G&A org (Finance People Legal IT) as well as leaders in our international locations. This role will support long-term business objectives by working within the overall Compensation philosophy to co-create compensation models that help attract retain and motivate world-class technical talent. This role reports to the Senior Director of Compensation.

At Databricks we dont believe compensation is just a number; its a tool to recognize that every employee is an owner and a part of our success. We are looking for a team member with a solid foundation and history of success in doing just that!

The impact you will have:

This is a hands-on high-impact role that will effectively cover below areas and the anticipated time spent on each:

• Compensation solutioning for G&A and International talent (40%)
• Managing Compensation processes through the employee life cycle (30%)
• Contributing to building and delivering enterprise-wide compensation programs/ frameworks (30%)

What we look for:

Comp expertise

• Know your craft - Job architecture comp frameworks market pricing year-end and midyear pay cycles global compensation practices pay for performance design
• Know your data - Exceptional analytical skills with the ability to synthesize complex data into clear outputs and recommendations. Analyze competitive trends in cash equity and total rewards to inform decision-making and tradeoffs. Advanced capabilities required in gSheets excel. Well love it if you know tableau SQL python or have used AI for comp analytics
• Know the competition - Deep expertise in tech compensation practices especially around new-hire and refresh equity strategies in the tech sector
• Be rational - Ability to balance comp knowledge with business solutioning from a first principles viewpoint

Operational and partnership excellence

• Build innovatively & scale effectively - create innovative frameworks/solutions to not just solve todays issues but also to think ahead and anticipate future needs
• Operational capability - connect the dots between systems players and programs to seamlessly deliver compensation programs/ products
• Savvy collaborator - partner closely with founders and executive leadership to pre-empt understand and solve business needs; navigate competing priorities and opinions to drive the best outcomes
• Trusted advisor - act as a trusted advisor on compensation decisions including offers promotions leveling retention transfers and org changes; support sensitive high-stakes compensation decisions with sound judgment and data-backed recommendations