Senior Compensation Partner, NA

About Vantage Vantage powers, cools, protects and connects the technology of the world’s well-known hyperscalers, cloud providers and large enterprises. Developing and operating across North America, EMEA and Asia Pacific, Vantage has evolved data center design in innovative ways to deliver dramatic gains in reliability, efficiency and sustainability in flexible environments that can scale as quickly as the market demands. Position Overview The Senior Compensation Partner, North America serves as a senior individual contributor and strategic advisor responsible for owning and shaping compensation strategy and execution across the North America region. Reporting to the Vice President, Total Rewards, Global, this role partners closely with executive and senior People & Culture leaders to ensure compensation programs attract, retain, and motivate top talent while supporting business growth, pay equity, and regulatory compliance. This role represents a step beyond analytical execution—owning regional compensation outcomes, influencing decision‑making at the senior leadership level, and leading complex initiatives end-to-end. Essential Job Functions Strategic Business Partnership Act as the primary compensation partner for North America, advising senior People & Culture leaders and business stakeholders on compensation strategy, design, and decision-making. Translate business and workforce strategies into scalable, market‑aligned compensation solutions that support growth, performance, and retention. Proactively identify risks, opportunities, and emerging trends; provide recommendations that balance competitiveness, internal equity, and financial discipline. Market Analysis & Benchmarking Oversee salary survey participation and benchmarking strategy for North America, ensuring the use of high‑quality, market‑relevant data. Interpret market data and internal analytics to inform leadership decisions on pay positioning, structure adjustments, and workforce planning. Evaluate and recommend external data providers and tools to strengthen market insight and decision quality. Compensation Strategy & Program Management Own the design, governance, and ongoing optimization of regional compensation structures, pay ranges, and incentive programs. Lead North America’s annual compensation review cycle (merit and bonus) in partnership with HRIS and Finance, ensuring accuracy, consistency, and strong controls within Workday. Serve as a subject matter expert on pay‑for‑performance philosophy and program application. Offer Strategy & Workforce Decisions Provide senior‑level guidance on complex and executive offers, promotions, and exceptions using market data, internal parity, and equity considerations. Partner with Talent Acquisition and business leaders to ensure offer decisions align with compensation philosophy, internal architecture, and long‑term talent strategy. Compliance, Governance & Pay Transparency Ensure North America compensation programs comply with applicable federal, state/provincial, and local regulations. Support pay transparency initiatives by establishing clear, repeatable, and auditable practices. Contribute to executive‑level reporting and insights on compensation trends, risks, and outcomes. Influence, Communication & Enablement Develop and deliver materials that support leader and manager understanding of compensation philosophy, programs, and decision frameworks. Coach People & Culture partners and leaders on effective compensation conversations and application. Influence without authority, balancing advocacy with partnership across a complex, fast‑growing organization. Additional Duties Handle additional duties as assigned by Management. Job Requirements Education Bachelor’s degree in Human Resources, Finance, Accounting, Data Analytics, or a related field (or equivalent professional experience). Experience 10+ years of progressive experience in compensation, total rewards, human resources, finance, or data analytics. CCP certification preferred, but not required. Demonstrated experience owning compensation programs or regional scope, including market pricing, annual cycles, and complex offer support. Strong working knowledge of U.S. and Canada compensation regulations and pay equity requirements. Hands‑on experience with Workday HCM; Advanced Compensation module strongly preferred. Experience supporting a high‑growth and/or global organization preferred. Data center, infrastructure, or capital‑intensive industry experience preferred but not required. Skills Strong consultative and influencing skills with senior leaders. Advanced analytical capability with the ability to translate data into clear, actionable insights. Above‑average Excel skills (PivotTables, lookups, scenario modeling, financial analysis). High degree of judgment and discretion in handling sensitive and confidential information. Exceptional attention to detail paired with a strategic, big‑picture mindset. Ability to manage ambiguity, prioritize competing demands, and operate independently. Alignment with Vantage’s Core Values Trust, Accountability, Respect, and Agility. Travel Required Travel required is expected to be 15% or less. Physical Demands and Special Requirements The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is occasionally required to stand; walk; sit; use hands to handle, or feel objects; reach with hands and arms; climb stairs; balance; stoop or kneel; talk and hear. The employee must occasionally lift and/or move up to 25 pounds. Additional Details Salary Range: $140,000 – 160,000 Base + Bonus (this range is based on Colorado market data and may vary in other locations). This position is eligible for company benefits including but not limited to medical, dental, and vision coverage, life and AD&D, short and long‑term disability coverage, paid time off, employee assistance, participation in a 401k program that includes company match, and many other additional voluntary benefits. Compensation for the role will depend on a number of factors, including your qualifications, skills, competencies, and experience and may fall outside of the range shown. We operate with No Ego and No Arrogance. We work to build each other up and support one another, appreciating each other’s strengths and respecting each other’s weaknesses. We find joy in our work and each other, actively seeking opportunities to inject fun into what we do. Our hard and efficient work is rewarded with an above market total compensation package. We offer a comprehensive suite of health and welfare, retirement, and paid leave benefits exceeding local expectations. Throughout the year, the advantage of being part of the Vantage team is evident with an array of benefits, recognition, training and development, and the knowledge that your contribution adds value to the company and our community. Vantage is an Equal Opportunity Employer Vantage is an Equal Opportunity Employer. Recruitment Policy Vantage does not accept unsolicited resumes from search firm agencies. Fees will not be paid in the event a candidate submitted by a recruiter without an agreement in place is hired; such resumes will be deemed the sole property of Vantage. #J-18808-Ljbffr Vantage Data Centers