What The Role Is

Compensation is a large part of how we attract and retain exceptional talent. We’re hiring a Global Director, Compensation to own our entire compensation strategy. Your day-to-day focus will be on building the compensation programs that drive acquisition and retention of top-tier talent. You will be encouraged to use your creative side to build programs while balancing the tension of analytical rigor and high integrity. You will directly model and own our executive compensation philosophy, including private company equity modeling. You are energized by presenting to the executive team and the executive compensation committee. You'll report directly to our SVP of People and work with executives across the company.

Who You Are

You think critically and creatively, designing solutions for Babylist’s specific needs and drawing on market data as a key input alongside your own judgment.
You bring 12+ years of experience across compensation or total rewards, including executive compensation, equity, and compensation analytics, and you’ve built and scaled compensation programs in a technology company.
You can model executive pay—including base, bonus, and equity—and turn complex analysis into clear recommendations and Compensation Committee materials. Experience presenting directly to a comp committee is a plus.
You’re deeply fluent in equity compensation, including options, RSUs, vesting design, refresh cycles, eligibility, and dilution tradeoffs, with deep private-company executive compensation experience and public company modeling.
You partner closely with Talent Acquisition and treat recruiter market input as a valid signal alongside survey data and internal equity.You have extremely high attention to detail, can intuitively spot when numbers feel off, and bring strong financial acumen in forecasting, budgeting, accruals, and workforce planning.
You have worked directly with tech executive leadership to model engineering, product and design compensation.
You’re a trusted partner to senior Finance, Legal, Payroll, HR, and business leaders, with the executive presence and writing skills to make complex issues clear. You tell a clear story and lead change management, bringing leaders and employees along with new programs. You handle sensitive information with discretion.
You have 5+ years of people leadership experience. You develop a small team, coach them toward more strategic work, and lead through change.
You use AI to work smarter and improve your output, and you remain curious about how emerging tools can strengthen the function.

How You'll Make an Impact

Own the strategy behind Babylist's global compensation programs and annual cycles, and set the philosophy and design for job architecture, market pricing, promotions, pay adjustments, and equity eligibility
Own the change management, communication, and rollout of Babylist’s new non-executive equity refresh program, then shape our equity and compensation strategy as the company evolves.Own technical compensation, including a point of view on how engineering and product bands should align to attract top technical talent.
Serve as the company’s compensation authority, advising leaders and HR partners on competitive pay decisions, policy interpretation, and exceptions with sound, independent judgment.
Communicate compensation programs with clarity and lead the rollout of new initiatives, so leaders and employees understand what is changing and why
Lead compensation analytics. This includes benchmarking, pay equity, range penetration, and incentive analysis. Translate findings into executive-ready recommendations.
Partner with Finance, Payroll, Legal, Talent Acquisition, and Total Rewards on compensation planning, budgets, offer design, pay progression, and workforce planning.
Lead executive compensation activities, including offer packages, annual pay reviews, equity recommendations, governance, and Compensation Committee materials.
Ensure programs comply with global compensation requirements, pay transparency laws, internal controls, and data privacy obligations.