6sense
Sr. Compensation Partner
Remote role where the employee must remain based in a particular country.
United States only
Employer listed it 6 days ago · Added 4 days ago
First listed 6 days ago and still open.
Salary
$109k a year
Location
United States only
Timezone
US East
Contract
Full-time
Experience
Senior
Category
Other
Stated by the employer in the job description
Remote flexibility
Work from home
This is a remote role, but the employee must be based in United States. It is work from home rather than work from anywhere.
What the employer says
- Source listing states candidate location: "United States, Remote"
- Job description states: "US, UK, Canada"
What Nomaders makes of it
- Payroll and tax are likely handled in that country only
The quotes above are the employer's own words; the reading is ours. Always check the original listing and employment terms before working from another country.
About the role
Our Mission:
6sense's mission is to multiply what matters: growth, retention, and efficiency. We envision a future where companies, teams and people reach their full potential.
Our People:
People are the heart and soul of 6sense. We serve with passion and purpose. We live by our Being 6sense values of Win as One Team, Stay Curious, Do The Right Thing, Own the Outcome, and Create Belonging. Every 6sensor plays a part in defining the future of our industry-leading technology. 6sense is a place where difference-makers roll up their sleeves, take risks, act with integrity, and measure success by the value we create for our customers. We want 6sense to be the best chapter of your career.
As our Senior Compensation Partner you will lead compensation strategy and execution across the US, UK, Canada, and India. This role serves as a strategic partner and subject matter expert to managers, People Business Partners, Talent Acquisition, Finance, and People Operations, designing and scaling programs that support growth, reinforce pay-for-performance, and enable fair, competitive, compliant, data-driven compensation decisions.
Responsibilities & Accountabilities
Lead compensation strategy and execution across base pay, incentives, equity, and global compensation planning.
Design, govern, and improve compensation programs aligned to business strategy, market data, internal equity, and pay-for-performance principles.
Advise senior leaders and People Business Partners on compensation decisions, job leveling inputs, organizational changes, promotions, adjustments, and internal movement.
Serve as the compensation SME for equity programs, including new hire, promotion, and refresh grants; employee education; administration; and communications.
Resolve complex compensation escalations with equitable, consistent, well-documented recommendations and appropriate risk or exception escalation.
Conduct market analysis, benchmarking, and job pricing using approved survey data; translate insights into practical recommendations for leadership.
Drive pay equity, pay transparency, compliance support, and proactive risk mitigation in partnership with Legal, Finance, People Operations, and People Business Partners.
Manage compensation tools, vendors, frameworks, and documentation to ensure processes are accurate, scalable, auditable, and aligned to business needs.
Use reporting, analytics, and AI-enabled tools to identify trends, improve data quality, and strengthen program effectiveness and automation.
Competencies and Behaviors
Strategic compensation judgment: Applies business context, market data, internal equity, pay-for-performance principles, and compliance requirements to sound decisions.
Executive partnership: Builds credibility with senior leaders through clear guidance, practical tradeoff analysis, and consistent decision support.
Analytical rigor: Uses data to identify trends, validate assumptions, explain implications, and support fair, documented decisions.
Operational excellence: Delivers accurate, timely processes with strong governance, documentation, audit readiness, and follow-through.
Confidentiality and discretion: Handles sensitive compensation information with professionalism, boundaries, and sound escalation judgment.
Process improvement mindset: Simplifies, automates, documents, and scales operations without compromising accuracy or compliance.
Change communication: Explains compensation processes, timelines, decisions, and rationale clearly for the audience.
Performance Measurement
Requirements
- ·8–11 years of experience in compensation, Total Rewards, or a related People function, ideally within a SaaS or high-growth technology environment.
- ·Deep expertise in compensation strategy, benchmarking, job pricing, salary range management, incentives, equity, and program design.
- ·Proven experience supporting global compensation programs; particular experience in the U.S. and India strongly preferred.
- ·Experience partnering with leaders, People Business Partners, Talent Acquisition, Finance, Legal, and People Operations on compensation decisions and escalations.
- ·Strong analytical, financial modeling, and data storytelling skills, with the ability to translate complex compensation data into clear recommendations.
Benefits
- ·Equal Opportunity Employer:
How to apply
- 1Check the flexibility label above, work from home, matches where you plan to live and work.
- 2Tailor your CV to the role at 6sense, mentioning your remote working experience and working hours (US East).
- 3Apply directly on the employer's careers page using the button below. Nomaders never handles your application.
Found 5d ago. Last checked today. Always confirm the details on the original posting, salary and location can change after publication.
Listing sourced from Company boards.
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