Compensation Lead

About this role

Who We Are

The Farmer’s Dog was born from a mission to change the landscape of pet health, providing dogs and their humans with honest, smart, and simple care. We’re starting by radically improving the $90 billion pet food industry, replacing bags of highly-processed pellets with a personalized subscription service that sends complete and balanced, freshly-made dog food directly to customers’ doors. Our ultimate goal is to create innovative, delightful and personalized experiences across all aspects of pet care, and we believe our direct-to-consumer business model, holistic approach to growth, and dynamic culture uniquely position us to shepherd this backwards industry into the future.

To date, The Farmer’s Dog has delivered over 1 billion meals nationwide and raised over $150M in funding to help us build a company as healthy as the dogs who are eating those meals. Join us as we continue to develop ways of bringing peace of mind to customers, health to their companions, and much-needed change to the way people feed and care for their pets.

#LongLiveDogs

What We Stand For and Where You’ll Come In

The Compensation Lead will play a critical role in shaping and owning The Farmer’s Dog’s compensation function as our business continues to scale. We’re looking for a seasoned compensation leader who brings wide-ranging expertise, will thrive in an autonomous environment and act as a strategic compensation partner across total rewards. This person will serve as a key partner to business leaders and the Humans group, leading company-wide programs and bringing creative, principled solutions to complex compensation decisions.

One Team: We don’t think of ourselves as “Acquisition Marketers”, “Engineers”, “Data Analysts”, or “Product Managers”. Beyond denoting skill sets and areas of expertise, we don’t think departments matter. We’d rather align ourselves to the goals we’re working to achieve and make sure we have necessary subject matter expertise to drive meaningful impact. We strive to orient ourselves around customer problems TOGETHER – getting the right people, with the right context, in the right rooms/Zooms to solve problems holistically.

We are skeptical about everything and precious about nothing: Ideas can and should come from anywhere, and we aren’t tied to our own. We proactively source input. We talk to our customers and leads regularly and are quick to change course if we know there’s a better or more impactful way to solve problems.

We consider the customer journey in all of our decisions: We know that no interaction exists in a silo and therefore understand how important every single one is. We ensure our strategy sets prospective and new customers up for success and drives long-term retention. We answer questions and address problems early and proactively. We understand the value of different channels, initiatives, and messages and know how to articulate impact and advocate for prioritization holistically.

We Execute For Impact: We don’t subscribe to “best practices” or “industry KPIs”. We’re uninterested in how we compare to “benchmarks”; instead we orient ourselves around being the best we can possibly be. Similarly, we don’t subscribe to rigid or classical expectations of roles – i.e. acquisition is hyper-focused on improving customer retention and experience.

We Are Focused and Work Without Assumption : We are not beholden to ideas. We have goals and believe everything beyond that is a series of hypotheses to validate. To that end, we seek to work in sequence and not in parallel. We constantly ask ourselves, “what’s the most important hypothesis I should be working on right now? How do I confirm or reject that hypothesis as fast as possible?”. We rarely have timelines/deadlines and are constantly taking in new information and adjusting our priorities accordingly. We don’t expect to be perfect the first time.

How You'll Make An Impact

• Lead end-to-end ownership of compensation review cycles, including determining timeline, materials to support compensation such as training and benchmarks, and partnering with HR Business Partners and senior leaders to drive equitable, competitive, and consistent pay decisions.

• Seek better by continuously evaluating and refining compensation program design to develop scalable, data-informed approaches that evolve with our business.

• Own our comprehensive benchmarking strategy, including job architecture, FLSA classifications, leveling, and market pricing, applying in-depth evaluation of variable factors to ensure competitive positioning across all roles.

• Conduct in-depth analysis of complex compensation issues, evaluating multiple variable factors to develop insights and recommendations that directly inform total rewards strategy and business decision-making.

• Serve as a senior cross-functional partner across Total Rewards, Talent Acquisition, and Humans Business Partners, proactively sharing context across groups, identifying process improvements, and driving alignment on compensation philosophy and execution.

• Build trusted relationships with senior business leaders and key contacts across and beyond the People function, serving as a credible expert and strategic advisor on all things compensation.

• Own compensation governance frameworks, establishing and managing audit processes to ensure consistency, compliance, and competitiveness, and escalate risks with well-reasoned recommended solutions.

• Drive complex compensation projects from scoping through execution, for example: program redesigns and system implementations.

• Connect dots and create strong partnerships among the Total Rewards and Humans System and Operations function to ensure function wide learning, understanding, and education.

We're Excited About You Because

• You bring 8+ years of progressive compensation experience and have owned programs end-to-end with a high degree of autonomy, managing timelines and the coordination of work with others

• You a

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