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Fireworks is hiring its first dedicated Compensation Partner to build and scale compensation strategy and execution across a fast-growing Series D AI company (valued at $17.5B, backed by NVIDIA, Sequoia, AMD, and others).
You'll own all aspects of compensation strategy and operations: translating the company's compensation philosophy into practical guardrails, salary bands, and decision frameworks; running market research and benchmarking to keep bands competitive; maintaining accurate compensation data and systems (Workday, HRIS); designing and executing the annual compensation review cycle; and partnering with Finance on equity framework design (options, RSUs). You'll be the go-to expert for HRBPs, managers, and leaders on pay decisions, offer approvals, and job evaluations.
Key responsibilities include maintaining job architecture and salary bands as roles and markets evolve; conducting ongoing competitive intelligence; analyzing pay equity and spend trends; building manager-facing tools and guidance to ensure consistent, defensible pay decisions; and evolving benefits strategy across geographies as the company scales.
You'll work hands-on across all compensation mechanics—not delegating to others but owning the process and details yourself. You'll partner closely with Finance, People Ops, HRBPs, and leadership as an equal stakeholder, translating complex compensation data into clear recommendations for executives and first-time managers alike.
Required: 6+ years of progressive compensation experience in fast-growing companies, including hands-on management of compensation programs (bands, review cycles, benchmarking). Direct experience with equity compensation (options, RSUs) and comfort designing equity frameworks. Strong analytical skills with market data and compensation modeling. Familiarity with compensation systems (Workday, Radford, Pave, Carta Total Comp) and survey data sources. Excellent written communication and ability to explain compensation mechanics to diverse audiences.
