Experience: 5+ years
- Own the strategic design and evolution of Formlabs' global compensation system: bands, levels, ranges, philosophy, equity, variable, and operational policies
- Continually evaluate and ensure excellent use of benchmark data; ensure benchmark inputs have critical mass and are explainable to non-experts
- Design compensation structures for international markets including in EMEA and APAC
- Author and maintain the manager-facing compensation philosophy; ensure it can be explained simply and coherently
- Partner with the People Business Partners, who own individual compensation recommendations to managers and the business
- Partner with Finance on planning cycles, merit cycles, and total comp cost forecasting
- Own the people scorecard - a finite, durable set of metrics that flow consistently into QORs, board updates, and leadership reporting
- Continually improve engagement reporting and ensure it is broadly adopted at all levels of management
- Own ad-hoc people analytics projects as needed - team-based diagnostics, benefits analyses, retention, and other targeted analytical work
- Work in partnership with Recruiting leadership to continually refine and ensure adoption of actionable recruiting analytics
- Partner with the Recruiting team on operational improvements surfaced by the data
- Are a first-principles thinker - you start from the problem and build the right answer, not from a framework and adapt it
- Have natural curiosity - are driven to understanding the underlying question, not to complete a project list
- Operate by the "think big and simplify" principle - refuse to ship things that cannot be explained simply
- Are analytically rigorous; comfortable with ambiguity in data and the judgment calls underneath the numbers
- Comfortable with modern data and AI tools - use them as leverage to move with velocity through large data projects
- Have high personal standard for credibility - the system has to be trustworthy to managers, employees, and the board
- Have strong written communication - can write a compensation philosophy that a skeptical engineering manager will read and trust
- Exhibit high ownership; ship durable systems, not project deliverables
- 5+ years of relevant experience in compensation, total rewards, workforce analytics, or equivalent
- Experience using Greenhouse or ATS, and CultureAmp or HRIS
- Comprehensive healthcare coverage (Medical, Dental, Vision)
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