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Salary: USD 189,475 - 241,000 / annual
Babylist is seeking a Global Director of Compensation to own the company's entire compensation strategy and programs. This is a strategic leadership role reporting directly to the SVP of People, with direct presentation responsibilities to the executive compensation committee.
In this role, you will:
- Own Babylist's global compensation strategy, philosophy, and annual cycles, including job architecture, market pricing, promotions, pay adjustments, and equity eligibility
- Redesign the company's equity strategy and employee experience, including decisions on options versus RSUs, refresh programs, and employee communications
- Serve as the company's compensation authority, advising executives and HR partners on competitive pay decisions, policy interpretation, and exceptions
- Lead compensation analytics including benchmarking, pay equity analysis, range penetration, and incentive analysis, translating findings into executive-ready recommendations
- Model and own executive compensation strategy, including base, bonus, and equity components; prepare materials for the Compensation Committee
- Partner with Finance, Payroll, Legal, Talent Acquisition, and Total Rewards on compensation planning, budgets, offer design, and workforce planning
- Ensure global compliance with compensation requirements, pay transparency laws, internal controls, and data privacy obligations
- Lead and develop the compensation team, including mentoring the Senior Compensation Manager
- Communicate compensation programs clearly to managers and employees, leading rollouts of new initiatives
Babylist is a remote-first company with team members across the U.S. and Canada. The company is the leading platform for expecting and new families, generating $750M in revenue in 2025 and reshaping the $235B kids and baby market. The organization is AI-forward, with team members using tools like Claude and ChatGPT as part of daily work. The company comes together twice a year in person to build relationships.
REQUIREMENTS:
- 12+ years of experience in compensation or total rewards, including executive compensation, equity, and compensation analytics
- Proven track record building and scaling compensation programs in technology companies
- Deep expertise in private and public company equity modeling, market pricing, job architecture, pay equity, incentive design, and governance
- Ability to model executive pay (base, bonus, equity) and create clear recommendations and Compensation Committee materials
- Direct experience presenting to compensation committees
- Deep fluency in equity compensation: options, RSUs, vesting design, refresh cycles, eligibility, and dilution tradeoffs
- Significant private-company executive compensation and equity experience (in-house or as an advisor)
- Understanding of how compensation, governance, and disclosure evolve as companies prepare for IPO
- Experience with compensation forecasting, budgeting, accruals, and workforce planning
- Direct work with tech executive leadership on engineering, product, and design compensation
- 5+ years of people leadership experience with ability to develop teams and lead through change
- Strong analytical and financial acumen
- Executive presence and writing skills to communicate complex issues clearly
- High attention to detail with ability to spot analytical inconsistencies
- Ability to apply first-principles thinking and sound judgment in ambiguous situations
- Comfort with AI tools and curiosity about emerging technologies
