Compensation Lead Palo Alto, CA

LFG designs, builds and manages power infrastructure for compute systems and utility providers. As our first compensation hire, you'll design how LFG pays its people, reporting directly to the Head of People and Talent. Our workforce spans office staff, engineers and hourly site workers in two states with different labor markets and different rules. You'll build the pay structures, policies and review cycles that keep us fair, competitive and compliant in both, and your work will shape every offer we make as we grow. What you will do Define our compensation philosophy: where we aim to pay against the market, and how base pay, bonus and equity fit together for each part of the workforce. Build our job architecture: job families, levels and the criteria for each, covering office, engineering and hourly site roles. Create salary bands and hourly wage scales for every level, with separate ranges where the California and Washington markets differ. Choose our compensation surveys and data sources, benchmark our roles against them, and adjust ranges as the market moves, including for hard-to-fill data center and skilled trades roles. Advise the Recruiting Lead and hiring managers on offers, so new hires are paid competitively and consistently with the people already here. Design bonus and incentive plans, and partner with the Equity Lead on equity guidelines and grants. Establish and run the performance and compensation review cycles, including merit budgets, promotion increases and guidance for managers. Review pay for equity across comparable roles and recommend adjustments. Keep pay practices compliant in both states, including exempt and non-exempt classification, wage and hour rules, and the pay ranges required in job postings. Partner with Finance on the headcount budget and model the cost of compensation changes. Give managers and employees clear guidance on how levels, ranges and raises are decided. Required qualifications 7 or more years of compensation experience, including building or redesigning pay structures. Hands-on experience with job leveling, salary bands, market pricing and compensation survey data. Experience designing pay for both salaried and hourly or field employees across more than one state. Knowledge of California and Washington pay rules, including wage and hour, pay transparency and equal pay requirements. Experience running compensation review cycles and working with an HR information system. Strong analytical skills, including modeling the cost of pay changes. Sound judgment and discretion with confidential pay information. Preferred qualifications Certified Compensation Professional (CCP). Experience building compensation programs from the ground up at a company that grew quickly. Experience with bonus or incentive plan design. Experience with equity compensation at a private company. Additional Requirements Willing to work extended hours and/or weekends as needed Must be willing to travel to other LFG locations Pay Range: $165,000.00 - $210,000.00 Your actual level and base salary will be determined on a case-by-case basis and may vary based on the following considerations: job-related knowledge and skills, education, and experience. Base salary is just one part of your total rewards package at LFG. You may also be eligible for long-term incentives, in the form of company stock or long-term cash awards, as well as potential discretionary bonuses. You will also receive access to comprehensive medical, vision, and dental coverage, access to a 401(k) retirement plan, short-term disability insurance, life insurance, and various other discounts and perks. You may also accrue 3 weeks of paid vacation and will be eligible for 10 or more paid holidays per year. Employees accrue paid sick leave pursuant to Company policy which satisfies or exceeds the accrual, carryover, and use requirements of the law. LFG is an Equal Opportunity Employer; employment with LFG is governed on the basis of merit, competence and qualifications and will not be influenced in any manner by race, color, religion, gender, national origin/ethnicity, veteran status, disability status, age, sexual orientation, gender identity, marital status, mental or physical disability or any other legally protected status. Applicants wishing to view a copy of LFG's Aff… Voluntary Self-Identification For government reporting purposes, we ask candidates to respond to the below self-identification survey.Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiringprocess or thereafter. Any information that you do provide will be recorded and maintained in aconfidential file. As set forth in Limiting Factor Group’s Equal Employment Opportunity policy,we do not discriminate on the basis of any protected group status under any applicable law. If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection.As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measurethe effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categoriesis as follows: A \"disabled veteran\" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service‑connected disability. A \"recently separated veteran\" means any veteran during the three‑year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service. An \"active duty wartime or campaign badge veteran\" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense. An \"Armed forces service medal veteran\" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985. #J-18808-Ljbffr Limiting Factor Group