Compensation Partner

Join Gusto as a Compensation Partner, where you will support the execution of compensation programs and cycles, manage annual compensation cycles, conduct job matching and market benchmarking, maintain compensation data integrity, prepare reports and dashboards, support compliance with pay regulations, and document and improve compensation processes. You will have the opportunity to make a significant impact in a high-growth technology environment.

Comfort handling highly confidential information with discretion and consistency

Strong analytical foundation: advanced spreadsheet skills (Excel, Google Sheets) including lookups, pivots, and formula-driven models, and the ability to spot when a number looks wrong

AI fluency: hands-on experience using AI tools to accelerate analysis, research, or documentation, paired with good instincts about when to trust and when to verify

USD 106,385 - 131,208

Responsibilities

• Support the execution of Gusto's compensation programs and cycles, including merit, promotion, and equity refresh.
• Serve as a first point of contact for compensation questions from HRBPs, recruiters, and managers, resolving requests and escalating as needed.
• Manage annual compensation cycles (merit, equity refresh, benchmarking) from data collection through communication.
• Exceptional attention to detail and a track record of owning recurring, deadline-driven work without dropped threads

Requirements

• 3+ years of experience in Compensation, Total Rewards, People Operations, or a related analytical function - ideally in a high-growth technology environment
• Clear, concise written communication, with the ability to explain a number or a process simply to someone who does not work in compensation
• Background in Mathematics, Finance, Statistics, Economics, or a related quantitative field is preferred but not required
• High integrity and intellectual curiosity; someone who asks why a process works the way it does instead of just running it

Pay

• Exposure to compensation fundamentals such as salary bands, job leveling, market benchmarking, or offer modeling, or clear evidence of the analytical aptitude and curiosity to pick them up quickly
• Interest in compensation and employment law (FLSA, pay transparency, pay equity), with a drive to build real expertise over time