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Peregrine Technologies, backed by leading Silicon Valley investors, is an AI-enabled platform serving public safety organizations, state and local governments, federal agencies, and private-sector institutions. The company transforms siloed data into operational intelligence and currently supports hundreds of customers across 30+ states and two countries, serving over 125 million people.
Peregrine is seeking a Compensation Lead to architect and run compensation programs, frameworks, and analytics as the company scales from approximately 500 to 1,500+ employees. This is a build-and-run role that owns compensation strategy, job architecture and leveling, compensation cycles, equity programs, and compensation analytics.
Key responsibilities include:
• Assess existing compensation programs and design a scalable roadmap supporting significant growth. Develop and document a comprehensive compensation philosophy covering market competitiveness, internal equity, and the roles of base, bonus, and equity.
• Design and implement a company-wide job catalog, job families, career tracks, and leveling criteria. Establish compensation bands backed by market benchmarks and internal equity principles.
• Own merit and compensation review cycles end-to-end, including planning, modeling, guidelines, manager inputs, approvals, and communications. Build promotion, off-cycle adjustment, and retention award processes.
• Enable recruiters and managers with tools and guidance for offer construction. Define offer-setting guidelines and establish clear escalation processes for exceptions.
• Build compensation metrics and reporting for visibility into market competitiveness, band positioning, and pay equity. Run recurring analyses and turn findings into actionable recommendations.
• Develop frameworks for new-hire, promotion, and refresh equity grants, balancing attraction and retention against dilution and affordability.
• Support executive and board-level compensation discussions with market-informed analyses.
The ideal candidate moves fluidly between strategic design and hands-on execution, influences effectively across functions (recruiters, HRBPs, executives, board members), and has experience building programs and infrastructure from the ground up. You assess ambiguous situations to determine when formal programs are warranted versus pragmatic, lighter-weight solutions.
