AlphaSense - Director, Compensation
Requirements
• Prior experience at a high-growth or newly public technology company • Experience owning the full global compensation function, including designing, recommending, implementing, and administering compensation programs across base pay, short-term incentives, and equity • owning the full global compensation function • Experience managing a team • managing a team • Executive compensation experience, including exposure to Compensation Committee cadence and deliverables • Experience managing multiple compensation cycles in Workday • managing multiple compensation cycles in Workday • Strong problem-solving and data analysis skills, with comfort synthesizing data across multiple sources to support decisions • Strong problem-solving and data analysis skills • Demonstrated cross-functional partnership, building trust and alignment with Finance, Legal, and People Business Partners on shared, high-visibility decisions • Demonstrated cross-functional partnership • Sound judgment under ambiguity, weighing risk, context, and business impact before acting, including knowing when to decide versus when to escalate • Sound judgment under ambiguity • Exceptional results orientation with a high degree of personal initiative • results orientation • personal initiative • Inclined to roll up your sleeves, with a player-coach style • Flexible, solution-focused attitude • Flexible • solution-focused • Proactive with a bias for action • Proactive • bias for action • Growth mindset with a focus on continuous improvement • Growth mindset • Comfort with ambiguity and change • Demonstrated success balancing operational excellence with a sense of urgency • balancing operational excellence with a sense of urgency • Preferred • Sales compensation experience • For base compensation, we set standard ranges for all roles based on function and level benchmarked against similar stage growth companies and internal comparables. In order to be compliant with local legislation, as well as to provide greater transparency to candidates, we share salary ranges on all job postings regardless of desired hiring location. Final offer amounts are determined by multiple factors including candidate experience/expertise and may vary from the amounts listed below. • You may also be offered a performance-based bonus, equity, and a generous benefits program.
Responsibilities
• Strategy. Define AlphaSense's multi-year compensation roadmap in alignment with market positioning that scales with the business. Own and manage the global compensation philosophy. • Strategy. • Structural Design. Own and manage the global compensation structure across base, short-term incentives, and long-term incentives (equity), in alignment with job architecture. • Structural Design. • Program Management. Own and manage broad-based compensation programs end-to-end, including Annual and Mid-Year compensation review cycles. • Program Management. • Executive Compensation. Partner with the VP, Total Rewards on the design, benchmarking, and administration of executive compensation programs. Prepare Compensation Committee materials in partnership with external advisors (e.g., Compensia), and support proxy and governance readiness as AlphaSense approaches IPO.
Benefits
• Advisory. Partner with People Business Partners, business leaders, and managers to design compelling, scalable compensation solutions by seeking to understand the desired outcome, sharing market expertise, and proposing solutions. Provide guidance on complex, high-visibility compensation matters. • Advisory. • Market Intelligence. Conduct quarterly and ad-hoc analyses to ensure external competitiveness, internal equity, and legal/pay-transparency compliance. Monitor market trends and ensure survey participation is completed to maximize our available benchmarking data set (e.g., Radford, Compa). • Market Intelligence. • Education & Communication. Develop training and communication tools that help managers and employees understand AlphaSense's compensation philosophy, programs, and tools. • Education & Communication. • Governance. Partner with Talent Acquisition on new-hire offers and with PBPs on internal mobility and promotion guidelines. • Governance. • Technology & Program Administration. Partner with the People Systems team on Workday configuration for compensation cycles, and with Payroll and Equity teams to ensure accurate transmission of payment and award data. • Technology & Program Administration. • Team Leadership. Build, coach, and develop a high-performing global Compensation team, fostering a culture of ownership, operational excellence, and continuous development. • Team Leadership.
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