Compensation Business Partner
- Location
- Menlo Park, CA
- Workplace
- On-site
- Compensation
- $230k – $293k
About this role
Meta is seeking an experienced Compensation Business Partner to serve as a strategic thought partner to senior leaders across a defined set of pillars within Cross-Meta Foundations. This role operates at the intersection of compensation strategy, business partnership, and organizational design, driving enterprise-wide total rewards solutions that attract, retain, and motivate top talent at scale. The ideal candidate brings deep compensation expertise combined with demonstrated business acumen, influencing multiple VP+ stakeholders and shaping company-wide compensation philosophy. This role also serves as a flexible partner to Compensation leadership, taking on high-priority initiatives outside the standard planning cycle where the problem is still being defined.
$230,000/year to $293,000/year + bonus + equity + benefits
Responsibilities
- Serve as the primary compensation strategic advisor to VP+ leaders and their HR Business Partners across assigned pillars, translating business priorities into actionable total rewards strategies
- Design, develop, and champion enterprise-wide compensation frameworks, philosophies, and programs that align with Meta's talent strategy and support organizational growth and transformation
- Lead cross-functional compensation initiatives end-to-end for supported organizations, including market competitiveness reviews, organizational redesigns with comp implications, new business area comp design
- Partner with HRBPs, Recruiting, Finance, Legal, and People Analytics to develop integrated talent and compensation solutions that drive business outcomes
- Provide thought leadership on emerging compensation trends (e.g., AI talent markets, global pay transparency regulations, equity strategy evolution) and proactively recommend changes to Meta's approach
- Partner with Compensation leadership on enterprise initiatives that sit outside assigned pillars, owning them from problem framing through recommendation and rollout
- Drive the annual compensation planning cycle for supported organizations
- Build and leverage data-driven insights (market data, internal analytics, predictive models) to inform compensation strategy and measure program effectiveness
- Advise on complex, high-stakes individual compensation decisions (executive offers, critical retention, restructuring) with sound judgment and risk assessment
- Influence and align senior leadership on compensation trade-offs, ensuring decisions are consistent, fair, and defensible across the enterprise
Minimum Qualifications
- 10+ years of experience in compensation, total rewards, or HR with deep compensation specialization
- Experience operating as a strategic partner to VP+ leaders in highly matrixed, global technology organizations
- Demonstrated expertise in designing and implementing compensation programs at scale (10,000+ employee populations)
- Experience leveraging data, market surveys, and modeling to drive compensation decisions
- Experience managing compensation through organizational change (reorgs, M&A, workforce transformations)
- Proven ability to influence and build consensus across multiple senior stakeholders with competing priorities
- Demonstrated ability to lead ambiguous, self-directed projects from problem definition through implementation, without a predefined brief or established playbook
Preferred Qualifications
- CCP (Certified Compensation Professional) or equivalent certification
- Prior experience partnering with cross-functional Centers of Excellence (Recruiting, People Analytics, Employee Relations, Legal)
- MBA, Master's in HR/OD, or equivalent advanced degree
- Experience in Big Tech or high-growth technology companies with complex equity programs
- Background in supporting AI/ML, engineering, or product organizations with highly competitive talent markets
$230,000/year to $293,000/year + bonus + equity + benefits
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