Sr. Compensation Partner

About this 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

• Compensation programs are competitive, compliant, scalable, and aligned to business strategy and pay-for-performance principles.

• Senior leaders and People Business Partners receive clear, consistent, market-informed guidance on compensation decisions.

• Compensation planning is delivered on time with accurate data, effective governance, documented decisions, and stakeholder alignment.

• Equity programs support retention, performance differentiation, internal consistency, and clear employee and manager experiences.

• Pay equity, pay transparency, and compensation compliance risks are identified, documented, escalated, and addressed proactively.

• Compensation processes become more efficient, automated, auditable, accurate, and stakeholder-friendly.

Educational and Experience 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.

• Experience leading compensation planning cycles end-to-end in Workday, including modeling, tool readiness, calibration, governance, communications, and post-cycle audits.

• Expertise in equity compensation, including new hire, promotion, and refresh grants; stock administration coordination; and employee education.

• Strong judgment in managing confidential, complex, and sensitive compensation matters with appropriate documentation and escalation discipline.

• Proven ability to improve, automate, and scale compensation processes, tools, and documentation.

• Preference for candidates who leverage AI, analytics, automation, and reporting tools to improve quality, speed, and effectiveness.

• Hands-on experience with compensation planning tools, HRIS platforms, and equity administration systems; Pave, Workday, Carta, or comparable systems preferre

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