Compensation Programs Lead

OpenAI

. Own the integrated roadmap and calendar for cyclical and ad hoc compensation programs globally .

Posted 10/19/2026full-timeSan Francisco • California • United StatesSenior💰 $270,000 - $320,000 per yearWebsite

Core Competencies

Role fit

Core Competencies

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Demonstrates extensive expertise in global compensation program management, including base pay, incentives, equity, and market benchmarking. Proven ability to lead complex compensation cycles, coordinate cross-functional teams, and implement process improvements while maintaining high standards of accuracy and accountability.

Highest-signal resume keywords

Global Compensation Program ManagementAdvanced Spreadsheet ModelingWorkday ExperienceAnalytical SkillsCross-Functional Coordination

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills

Base Pay ExpertiseIncentives ManagementEquity CompensationMarket BenchmarkingSalary StructuresJob ArchitectureCompensation Cycle LeadershipCompensation Systems RequirementsProcess ImprovementData Reconciliation

Soft Skills

Clear CommunicationInfluencing SkillsSound JudgmentPrioritizationAccountability

Tools & Technologies

WorkdayHR PlatformsCompensation Platforms

Industry Keywords

Compensation OperationsCyclical Compensation ProgramsAd Hoc Compensation InitiativesUser Acceptance TestingStakeholder Experience

About the role

Key responsibilities & impact

Own the integrated roadmap and calendar for cyclical and ad hoc compensation programs globally
Lead compensation reviews, bonus and equity cycles, promotion-related compensation processes, recognition and retention initiatives, and new program launches
Define scope, deliverables, milestones, accountable owners, dependencies, and resource needs
Coordinate cross-functional work, resolve blockers, and escalate decisions and tradeoffs
Translate approved compensation designs into eligibility rules, calculations, workflows, approval paths, and exception processes
Build and review models, validate inputs and calculations, investigate discrepancies, and reconcile final outcomes
Establish quality checks, documented approvals, access controls, and audit trails
Coordinate handoffs to Payroll, Equity Administration, and People Operations
Translate business needs into compensation systems requirements
Partner with People Technology on configuration and integrations
Lead user acceptance testing and prioritize tooling improvements
Create intake and prioritization processes for ad hoc compensation initiatives
Develop operating guides, manager resources, communications, and training
Measure accuracy, timeliness, manual effort, and stakeholder experience
Run post-cycle reviews and implement process improvements, documentation, and automation

Requirements

What you’ll need

10+ years of progressive compensation experience
Substantial responsibility for global compensation programs and operations in a complex, fast-growing organization
Experience performing the core responsibilities of a Compensation Operations Analyst, Compensation Analyst, Compensation Partner, and Compensation Program Manager
Deep expertise in base pay, incentives, equity, market benchmarking, salary structures, and job architecture
Experience independently leading complex compensation cycles and new initiatives
Experience coordinating multiple teams from planning and analysis through implementation and reconciliation
Strong analytical skills
Advanced spreadsheet modeling
Hands-on experience with Workday or comparable HR and compensation platforms
Ability to establish priorities and drive progress amid incomplete or changing requirements
Ability to make thoughtful tradeoffs regarding speed, accuracy, and capacity
Ability to communicate clearly with senior leaders and working teams
Ability to influence across functions and clarify ownership and next steps
Sound judgment with confidential information
High standard of accuracy, accountability, and service

Benefits

Comp & perks

Equity
Performance-related bonus(es) for eligible employees
Medical, dental, and vision insurance for you and your family
Employer contributions to Health Savings Accounts
Pre-tax Health FSA, Dependent Care FSA, and commuter expense accounts
401(k) retirement plan with employer match
Paid parental leave: up to 24 weeks for birth parents and 20 weeks for non-birthing parents
Paid medical and caregiver leave: up to 8 weeks
Flexible PTO for exempt employees
Up to 15 paid days annually for non-exempt employees
13+ paid company holidays
Multiple paid coordinated company office closures
Paid sick or safe time
Mental health and wellness support
Employer-paid basic life and disability coverage
Annual learning and development stipend
Daily meals in offices
Meal delivery credits as eligible
Relocation support for eligible employees
Charitable donation matching may be provided
Wellness stipends may be provided