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Compensation Business Partner

Meta· G and A
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Menlo Park, CA$230k - $293kFull-timePosted 1mo ago

About the role

Meta seeks a Compensation Business Partner to serve as a strategic thought partner to senior leaders across Cross-Meta Foundations, driving enterprise-wide total rewards solutions and shaping company-wide compensation philosophy. Acts as a flexible partner to Compensation leadership and leads high-priority initiatives outside the standard planning cycle as needed.

Responsibilities

  • Serve as the primary compensation strategic advisor to VP+ leaders and their HR Business Partners across assigned pillars, translating business priorities into actionable total rewards strategies
  • Design, develop, and champion enterprise-wide compensation frameworks, philosophies, and programs that align with Meta's talent strategy and support organizational growth and transformation
  • Lead cross-functional compensation initiatives end-to-end for supported organizations, including market competitiveness reviews, organizational redesigns with comp implications, new business area comp design
  • Partner with HRBPs, Recruiting, Finance, Legal, and People Analytics to develop integrated talent and compensation solutions that drive business outcomes
  • Provide thought leadership on emerging compensation trends (e.g., AI talent markets, global pay transparency regulations, equity strategy evolution) and proactively recommend changes to Meta's approach
  • Partner with Compensation leadership on enterprise initiatives that sit outside assigned pillars, owning them from problem framing through recommendation and rollout
  • Drive the annual compensation planning cycle for supported organizations
  • Build and leverage data-driven insights (market data, internal analytics, predictive models) to inform compensation strategy and measure program effectiveness
  • Advise on complex, high-stakes individual compensation decisions (executive offers, critical retention, restructuring) with sound judgment and risk assessment
  • Influence and align senior leadership on compensation trade-offs, ensuring decisions are consistent, fair, and defensible across the enterprise

Qualifications

  • 10+ years of experience in compensation, total rewards, or HR with deep compensation specialization
  • Experience operating as a strategic partner to VP+ leaders in highly matrixed, global technology organizations
  • Demonstrated expertise in designing and implementing compensation programs at scale (10,000+ employee populations)
  • Experience leveraging data, market surveys, and modeling to drive compensation decisions
  • Experience managing compensation through organizational change (reorgs, M&A, workforce transformations)
  • Proven ability to influence and build consensus across multiple senior stakeholders with competing priorities
  • Demonstrated ability to lead ambiguous, self-directed projects from problem definition through implementation, without a predefined brief or established playbook

Skills

Required:Compensation strategyData-driven decision makingStakeholder influence

Benefits

  • Benefits listed in the posting: comprehensive benefits information linked in the description.
Last updated Oct 23, 2026. Interested? Apply on the company site.

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