Compensation Partner
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Job Description
Compensation Partner scaling global compensation programs at Lyten, whose graphene technologies advance energy storage, materials, and manufacturing. Building pay structures, job architecture, and variable compensation for U.S. and European growth.
Responsibilities:
- Assess compensation structures, benchmarking methodologies, processes, and systems for optimization and automation opportunities
- Partner with leadership to design and execute a compensation roadmap supporting growth from approximately 650 to 1,500+ employees
- Collaborate with HR Operations, IT, and Finance to improve compensation systems, data integrity, reporting, and workflow integrations
- Refine, document, and operationalize the global compensation philosophy
- Establish guidelines for focal reviews, promotions, merit increases, market adjustments, and out-of-cycle exceptions
- Design, implement, and support technology-enabled compensation cycles, internal equity reviews, and focal compensation planning
- Lead market pricing and compensation modeling for U.S. and European markets using survey sources such as Radford/Aon
- Monitor market shifts and update geographic pay ranges and salary structures
- Conduct impact modeling and cost analysis for annual structure adjustments and market corrections
- Build and refine global job architecture, including job families, sub-families, career tracks, and leveling criteria
- Reconcile new and evolving roles against the leveling framework
- Advise HR Business Partners, Talent Acquisition, Finance, and People Managers with data-backed recommendations
- Create self-service enablement tools, offer-generation guidelines, and decision frameworks
- Define escalation paths and governance criteria for non-standard compensation requests
- Support variable pay programs, including Sales/Go-To-Market commission structures and annual corporate bonus plans
- Model on-target earnings, base/variable mix ratios, and payout curves
- Report directly to the SVP Global People and Talent
Requirements:
- Minimum of 3+ years of progressive compensation or total rewards experience
- Bachelor’s degree in Human Resources, Business Administration, Finance, Information Systems, or a related field (or equivalent practical experience)
- Experience with multi-country compensation structures
- Knowledge of U.S. and European market dynamics and regulatory environments
- Experience utilizing market survey tools; Radford/Aon preferred
- Advanced Microsoft Excel / Google Sheets modeling skills, including complex formulas, pivot tables, index/match, and scenario modeling
- Experience with HRIS compensation modules; Workday preferred but not required
- Foundation in job evaluation, leveling frameworks, salary band construction, and statistical analysis of compensation data
- Strong interpersonal and advisory skills
- Ability to synthesize complex quantitative data into concise, actionable insights
- Ability to lift 25 lbs. and stand/sit for many hours per day
- Eligibility for required government authorization to access export-controlled technology, software, and information
- Must be legally eligible for applicable export-control authorization
Benefits:
- Tier based bonus
- Equity
- Healthcare
- Dental
- Vision
- Corporate discounts
- Paid holidays
- PTO
- Sick time
- 401K
- Employee relocation plan (if applicable)
- Career growth opportunities
- Mission-driven work in energy, mobility, and materials innovation
- Collaboration-focused workplace culture
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