Senior Compensation Partner

Gusto

Senior Compensation Partner scaling equitable, data-driven compensation programs at Gusto. Automating pay analysis and advising leaders at a small-business payroll and HR platform.

Posted 9/9/2026full-timeSan Francisco • California • 🇺🇸 United StatesSenior💰 $181,000 - $223,573 per yearWebsite

Core Competencies

Role fit

Core Competencies

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Demonstrates expertise in developing and implementing compensation programs, ensuring compliance with pay regulations, and utilizing AI tools for data analysis. Proficient in building scalable workflows and dashboards to enhance decision-making and communication of total rewards.

Highest-signal resume keywords

Compensation Program DevelopmentAI Tools and AutomationMarket Analysis and Compensation StudiesAdvanced Spreadsheet SkillsCompliance with Pay Regulations

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills

Compensation AnalysisData ModelingDashboard CreationBenchmarkingWorkflow AutomationExcelGoogle SheetsCompensation Survey ToolsPay Equity FrameworksFLSA Compliance

Soft Skills

Clear CommunicationIntellectual CuriosityHigh Integrity

Tools & Technologies

HRISRadford/AonMercerPaveCarta

Industry Keywords

Total RewardsPeople OperationsPay Transparency LawsCompensation PhilosophyEmployment Law

About the role

Key responsibilities & impact

Develop, implement, and communicate Gusto's compensation programs, policies, and procedures
Ensure internal equity, external competitiveness, and alignment with business strategy
Partner with HR Business Partners, Finance, senior leadership, Legal, business leaders, and People Operations
Lead annual merit, equity refresh, and benchmarking cycles from data collection through communication
Perform market analyses and compensation studies using survey data such as Radford/Aon, Mercer, and Pave
Use AI tools and automation to accelerate analysis, synthesize benchmarking data, and reduce planning and reporting load
Design and maintain scalable compensation workflows and tooling
Automate recurring analyses, audit processes, and reporting
Build and maintain compensation dashboards and data visualizations for pay equity, market positioning, and budget utilization
Craft competitive offers and build playbooks for recruiters and HRBPs to communicate total rewards
Ensure compliance with federal, state, and local pay regulations, including pay transparency laws and FLSA classification standards
Partner with People Operations to integrate and optimize HRIS and compensation tools
Improve decision quality, program scalability, reliability, and organizational confidence in compensation decisions

Requirements

What you’ll need

8+ years of experience in Compensation, Total Rewards, People Operations, or a related analytical function
Hands-on experience using AI tools or automation to accelerate analysis or synthesis
Experience running compensation cycles covering merit, equity, and benchmarking
Experience building scalable compensation programs from early-stage to maturity
Direct experience with Radford/Aon, Mercer, Carta, or comparable compensation survey tools and methodologies
Experience building durable workflows, automating reports, or designing operating mechanisms
Advanced spreadsheet skills in Excel and Google Sheets
Comfort with data modeling
Experience building dashboards or visualizations
Knowledge of compensation and employment law, including FLSA, pay transparency statutes, and pay equity frameworks, or foundational knowledge with a clear drive to build expertise
Clear, concise communication skills for translating complex pay data for non-specialist audiences and executives
Ability to operate from hands-on analysis and modeling to advising leadership on compensation philosophy and strategy
High integrity and intellectual curiosity
Background in Mathematics, Finance, Statistics, Economics, or a related quantitative field is preferred but not required

Benefits

Comp & perks

Competitive base pay
Health insurance
401(k)
Equity (RSUs)
Secure, reliable, and consistent internet connection requirement when approved to work from a non-office location
Reasonable accommodations for qualified individuals with disabilities and disabled veterans
Equal opportunity employment