Sr. Compensation Partner

About OpenLoop

About the Role

Who You Are

• Total rewards leadership experience owning both compensation and benefits.
• Experience in a high-growth company.
• A track record of building or overhauling job architecture, leveling, and salary structures.
• Hands-on experience administering private-company equity.
• Working knowledge of benefits and pay compliance: ERISA, ACA, COBRA, HIPAA, FLSA, and state pay transparency laws.
• Strong modeling skills in Excel or Google Sheets, plus experience with compensation survey data (e.g., Radford, Mercer, Pave, or comparable).
• Clear communicator who can explain trade-offs to partners, leaders, and make complex programs clear for employees.
• Comfortable working remotely with core collaboration hours in Central Time.
• Preferred
• Total rewards experience in healthcare, telehealth, or healthcare services.
• Experience integrating compensation and benefits after an acquisition.
• Experience with Rippling, Workday, Ashby, Carta, and Pave (or similar HRIS, ATS, equity and compensation planning platforms).
• CCP, CBP, or CECP certification.
• Experience using AI tools to automate compensation and benefits workflows.
• Our Benefits
• Medical, Dental, and Vision plans
• Flexible Spending/Health Savings Accounts
• Flexible PTO
• 401(k) + Company Match
• Life Insurance, Pet insurance, and more
• Our Company
• We have a relatively flat organizational structure here at OpenLoop. Everyone is encouraged to bring ideas to the table and make things happen. This fits in well with our core values of Autonomy, Competence and Belonging, as we want everyone to feel empowered and supported to do their best work.
• Sound like a good fit? We’d love to meet you.

Our Benefits

Our Company

Preferred Qualifications

• Preferred

Responsibilities

• Act as the go-to compensation partner for assigned groups, advising recruiters, people partners, and managers on offers, promotions, and pay questions.
• Own market benchmarking with Radford and/or comparable survey tools for the groups you support, including pricing new, ambiguous, or non-standard roles.
• Maintain and extend job architecture, including job families, leveling, and salary ranges, within the framework set by Total Rewards leadership. Build new structures where gaps exist.
• Run key workstreams of the annual comp cycle, from data prep and budget modeling through manager support, execution, and rollout.
• Build financial and comp models, dashboards, and analyses that lead to clear recommendations.
• Provide modeling and grant-sizing analysis to support equity program decisions.
• Help harmonize compensation across corporate and subsidiary populations.
• Plan and track your projects with clear milestones, and flag risks early.
• Recommend process improvements and help evaluate and implement comp planning tools.
• Other duties as assigned.