layiq

/la·yiq/adjective

worthy; deserving; fitting; suitable.

A role, opportunity, or path that merits attention, time, and pursuit.

Compensation Lead at Peregrine Technologies | LAYIQ

Scale the philosophy and framework.
Assess Peregrine's existing compensation programs, data, and decision-making processes, and recommend a roadmap that supports growth from roughly 500 to 1,500+ employees. Refine and document a compensation philosophy covering market competitiveness, internal equity, and the roles of base, bonus, and equity. Establish principles for market data, peer groups, and geographic positioning, and translate them into repeatable guidelines for hiring, promotions, and merit decisions.
Build the job architecture.
Design and implement a company-wide job catalog, job families, career tracks, and leveling criteria. Reconcile the new architecture with existing departmental frameworks, and partner with functional leaders, HRBPs, and Talent Acquisition to validate and drive adoption. Establish compensation bands backed by market benchmarks and internal equity principles.
Own the compensation cycles.
Run Peregrine's merit and compensation review process end-to-end—including planning, modeling, guidelines, manager inputs, approvals, communications, and post-cycle analysis. Build promotion, off-cycle adjustment, and retention award processes that scale with headcount growth. Partner with Finance to model costs and budgets.
Enable recruiters and managers.
Build tools and guidance so recruiters can self-serve the compensation inputs they need to construct and close offers. Define offer-setting guidelines and manager enablement materials. Establish a clear escalation process for exceptions, and use feedback to keep programs useful and understandable.
Drive analytics and controls.
Build compensation metrics and reporting that give People, Finance, and leadership visibility into market competitiveness, band positioning, and pay equity. Own survey participation and benchmarking cadence. Run recurring pay equity, comp-ratio, and offer-outcome analyses, and turn findings into recommendations.
Evolve equity programs.
Build the framework for new-hire, promotion, and refresh equity grants, balancing attraction and retention against dilution and affordability. Help candidates, employees, and managers understand equity as part of total compensation through clear tools and communication.
Support executive- and board-level compensation.
Develop market-informed points of view on executive compensation and prepare clear, defensible analyses for leadership and board discussions in partnership with People and Finance leadership.

Compensation Lead

Employer job description

The Role

What You Will Do

About You

What We Look For

Annual Salary + Benefits + Equity (if applicable) + Bonus (if applicable)

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