Senior Global Compensation Analyst
At Braze, we have found our people. We’re a genuinely approachable, exceptionally kind, and intensely passionate crew.
We seek to ignite that passion by setting high standards, championing teamwork, and creating work-life harmony as we collectively navigate rapid growth on a global scale while striving for greater equity and opportunity – inside and outside our organization.
To flourish here, you must be prepared to set a high bar for yourself and those around you. There is always a way to contribute: Acting with autonomy, having accountability and being open to new perspectives are essential to our continued success.
Our deep curiosity to learn and our eagerness to share diverse passions with others gives us balance and injects a one-of-a-kind vibrancy into our culture.
If you are driven to solve exhilarating challenges and have a bias toward action in the face of change, you will be empowered to make a real impact here, with a sharp and passionate team at your back. If Braze sounds like a place where you can thrive, we can’t wait to meet you.
WHAT YOU'LL DO
You'll own compensation for a defined part of the business and be the person leaders come to when a pay decision is hard.
This is a senior individual contributor role with real autonomy. You'll lead benchmarking projects end to end, run pay equity analyses, design and maintain salary bands, and advise HR Business Partners and managers on offers, promotions, and retention.
Main responsibilities:
- Lead market analysis. Own survey participation and run independent market analyses that inform pay range design and individual pay decisions
- Design pay structures. Build and maintain salary bands, equity bands, and variable pay structures that track company strategy as it changes
- Run pay equity reviews. Analyze pay equity, model remediation scenarios, and partner with People Analytics and Legal to close identified gaps
- Partner with the business. Act as the primary compensation contact for your client groups, advising on offers, promotions, internal moves, and retention cases
- Deliver compensation cycles. Lead operational delivery of merit, bonus, and equity cycles for your client groups, from planning through communication
- Model and plan scenarios. Build financial models that project compensation spend and quantify the impact of proposed program changes
- Interpret policy. Apply compensation policy consistently, exercise judgment on gray areas, and escalate genuine exceptions with a recommendation attached
WHO YOU ARE
- 5+ years of compensation experience in a fast-paced, high-ambiguity environment, including pricing new roles with no established benchmark
- Advanced Excel and Google Sheets modeling with large datasets, with an emphasis on dynamic, QA'd models
- Demonstrated market pricing and benchmarking experience using tools such as Radford, Pave or Mercer, including building and maintaining salary structures and equity bands
- Experience administering broad-based and variable or incentive compensation programs
- Fluency with AI tools and a bias toward automating analytical work
- Clear communication: you turn comp...
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