[All remote jobs](https://jobicy.com/jobs.md)[![AlphaSense logo](https://jobicy.com/data/server-nyc0409/galaxy/mercury/2025/06/01960e94-221.jpg)](https://jobicy.com/company/alphasense.md)[AlphaSense](https://jobicy.com/company/alphasense.md) # Director, Compensation AI Summary Director, Compensation will lead AlphaSense’s global compensation function, including philosophy, pay structures, incentive programs, and equity. The role owns annual and mid-year compensation cycles, market benchmarking, pay-transparency compliance, and Workday compensation administration. It partners closely with Total Rewards, Finance, Legal, Payroll, Equity, Talent Acquisition, and People Business Partners, including on executive compensation and IPO-readiness governance. The director will also build and coach a global compensation team while providing high-visibility advisory support to business leaders. Success requires experience scaling compensation programs in high-growth or newly public technology companies.[Apply for this job](#job-application)[View company](https://jobicy.com/company/alphasense.md)ShareRemote from[USA](https://jobicy.com/job-region/usa.md)SalaryUSD 177k–243k / yrDepartment[HR & Recruiting](https://jobicy.com/categories/hr.md)EmploymentFull TimeExperienceDirectorPublished5 Nov 2026Apply before5 Dec 2026Listing views27Application actions2Application toolkit ## Make your next move. Prepare your resume, explore your fit, and draft a cover letter for this opportunity. Opportunity details ## About this role. ### About AlphaSense: AlphaSense is the AI platform redefining market intelligence and workflow orchestration, trusted by thousands of leading organizations to drive faster, more confident decisions in business and finance. The platform combines domain-specific AI with a vast content universe of over 500 million premium business documents — including equity research, earnings calls, expert interviews, filings, news, and internal proprietary content. Purpose-built for speed, accuracy, and enterprise-grade security, AlphaSense helps teams extract critical insights, uncover market-moving trends, and automate complex workflows with high-quality outputs. With AI solutions like Generative Search, Generative Grid, and Deep Research, AlphaSense delivers the clarity and depth professionals need to navigate complexity and obtain accurate, real-time information quickly. For more information, visit [www.alpha-sense.com](http://www.alpha-sense.com). Come join us. ### About the Role We are looking for a Director, Compensation to lead AlphaSense’s global compensation function: a results-oriented leader ready to own the full compensation lifecycle, while building a high-performing team and partnering closely with the VP, Total Rewards, Finance, Legal, and business leaders across the company. We envision this highly visible, high-impact role as a strong influencer with the business and the go-to person for all things Compensation, including base pay, short-term incentives, and long-term incentives (equity). You will lead AlphaSense’s Compensation team and act as the primary owner of the company’s compensation philosophy, structure, and programs. You will partner with the VP, Total Rewards on executive compensation, and serve as the owner and subject matter expert for compensation matters across the business, balancing the discipline required of a company approaching IPO with the pace and flexibility of high-growth tech. This role requires prior experience scaling compensation functions at high-growth or newly public technology companies. A flexible, growth mindset, comfort with ambiguity and change, and successfully balancing operational excellence with a sense of urgency will be critical to success in the role. ### What You’ll Do * Strategy. Define AlphaSense’s multi-year compensation roadmap in alignment with market positioning that scales with the business. Own and manage the global compensation philosophy. * Structural Design. Own and manage the global compensation structure across base, short-term incentives, and long-term incentives (equity), in alignment with job architecture. * Program Management. Own and manage broad-based compensation programs end-to-end, including Annual and Mid-Year compensation review cycles. * Executive Compensation. Partner with the VP, Total Rewards on the design, benchmarking, and administration of executive compensation programs. Prepare Compensation Committee materials in partnership with external advisors (e.g., Compensia), and support proxy and governance readiness as AlphaSense approaches IPO. * Advisory. Partner with People Business Partners, business leaders, and managers to design compelling, scalable compensation solutions by seeking to understand the desired outcome, sharing market expertise, and proposing solutions. Provide guidance on complex, high-visibility compensation matters. * Market Intelligence. Conduct quarterly and ad-hoc analyses to ensure external competitiveness, internal equity, and legal/pay-transparency compliance. Monitor market trends and ensure survey participation is completed to maximize our available benchmarking data set (e.g., Radford, Compa). * Education & Communication. Develop training and communication tools that help managers and employees understand AlphaSense’s compensation philosophy, programs, and tools. * Governance. Partner with Talent Acquisition on new-hire offers and with PBPs on internal mobility and promotion guidelines. * Technology & Program Administration. Partner with the People Systems team on Workday configuration for compensation cycles, and with Payroll and Equity teams to ensure accurate transmission of payment and award data. * Team Leadership. Build, coach, and develop a high-performing global Compensation team, fostering a culture of ownership, operational excellence, and continuous development. ### Who You Are Required * Prior experience at a high-growth or newly public technology company * Experience owning the full global compensation function, including designing, recommending, implementing, and administering compensation programs across base pay, short-term incentives, and equity * Experience managing a team * Executive compensation experience, including exposure to Compensation Committee cadence and deliverables * Experience managing multiple compensation cycles in Workday * Strong problem-solving and data analysis skills, with comfort synthesizing data across multiple sources to support decisions * Demonstrated cross-functional partnership, building trust and alignment with Finance, Legal, and People Business Partners on shared, high-visibility decisions * Sound judgment under ambiguity, weighing risk, context, and business impact before acting, including knowing when to decide versus when to escalate * Exceptional results orientation with a high degree of personal initiative * Inclined to roll up your sleeves, with a player-coach style * Flexible, solution-focused attitude * Proactive with a bias for action * Growth mindset with a focus on continuous improvement * Comfort with ambiguity and change * Demonstrated success balancing operational excellence with a sense of urgency Preferred * Sales compensation experience For base compensation, we set standard ranges for all roles based on function and level benchmarked against similar stage growth companies and internal comparables. In order to be compliant with local legislation, as well as to provide greater transparency to candidates, we share salary ranges on all job postings regardless of desired hiring location. Final offer amounts are determined by multiple factors including candidate experience/expertise and may vary from the amounts listed below. You may also be offered a performance-based bonus, equity, and a generous benefits program. Base Compensation Range $177,000—$243,000 USD AlphaSense is an equal-opportunity employer. We are committed to a work environment that supports, inspires, and respects all individuals. All employees share in the responsibility for fulfilling AlphaSense’s commitment to equal employment opportunity. AlphaSense does not discriminate against any employee or applicant on the basis of race, color, sex (including pregnancy), national origin, age, religion, marital status, sexual orientation, gender identity, gender expression, military or veteran status, disability, or any other non-merit factor. This policy applies to every aspect of employment at AlphaSense, including recruitment, hiring, training, advancement, and termination. In addition, it is the policy of AlphaSense to provide reasonable accommodation to qualified employees who have protected disabilities to the extent required by applicable laws, regulations, and ordinances where a particular employee works. Recruiting Scams and Fraud We at AlphaSense have been made aware of fraudulent job postings and individuals impersonating AlphaSense recruiters. These scams may involve fake job offers, requests for sensitive personal information, or demands for payment. Please note: * AlphaSense never asks candidates to pay for job applications, equipment, or training. * All official communications will come from an @[alpha-sense.com](http://alpha-sense.com/) email address. * If you’re unsure about a job posting or recruiter, verify it on our [Careers page](https://www.alpha-sense.com/careers/). If you believe you’ve been targeted by a scam or have any doubts regarding the authenticity of any job listing purportedly from or on behalf of AlphaSense please contact us. Your security and trust matter to us. Show more [Apply now >](https://jobicy.com/jobs/159153-director-compensation.md) * ![Upload CV](data:image/svg+xml;base64,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) ### Upload your resume now To unlock remote work opportunities and be discovered by global employers. This job listing has been manually reviewed by the Jobicy Trust & Safety Team for compliance with our posting guidelines, including verification of the company's legitimacy, accuracy of job details, clarity of remote work policy, and absence of misleading or fraudulent content. ## Role DNA A quick view of the complexity, pace, ownership and collaboration implied by the job description. ### Job Complexity 5/5EasyHard ### Pace & Pressure 5/5RelaxedFast-paced ### Autonomy Level 5/5GuidedFull ownership ### Communication Load 5/5IndependentCollaborative AI insightЭто стратегическая руководящая роль с глобальной ответственностью за компенсации, executive compensation и подготовку к IPO. Она требует уверенного принятия решений в условиях неоднозначности, глубокой аналитики и управления множеством критичных стейкхолдеров. ## Salary analysis Estimated compensation compared with the broader US market for similar roles. Estimated job median (per year)Market rate$210,000US market range (per year)$180k–$260k0$286k AI insightThe yearly pay period is inferred from the job context; it was not explicitly stated by the employer. Указан диапазон базовой компенсации $177,000–$243,000 USD; годовой период выведен по контексту директорской роли в США. Оценочный рыночный диапазон для директора по компенсациям в высокоростущей технологической компании США составляет $180,000–$260,000 USD в год без учета бонуса и equity. ## Core skills Skills and capabilities most closely associated with this opportunity. [Global compensation strategy](https://jobicy.com/jobs?search_keywords=Global%20compensation%20strategy.md)[Compensation program design](https://jobicy.com/jobs?search_keywords=Compensation%20program%20design.md)[Executive compensation](https://jobicy.com/jobs?search_keywords=Executive%20compensation.md)[Equity compensation](https://jobicy.com/jobs?search_keywords=Equity%20compensation.md)[Short-term incentives](https://jobicy.com/jobs?search_keywords=Short-term%20incentives.md)[Market benchmarking](https://jobicy.com/jobs?search_keywords=Market%20benchmarking.md)[Pay equity analysis](https://jobicy.com/jobs?search_keywords=Pay%20equity%20analysis.md)[Pay transparency compliance](https://jobicy.com/jobs?search_keywords=Pay%20transparency%20compliance.md)[Workday compensation cycles](https://jobicy.com/jobs?search_keywords=Workday%20compensation%20cycles.md)[Compensation committee governance](https://jobicy.com/jobs?search_keywords=Compensation%20committee%20governance.md)[Salary structure design](https://jobicy.com/jobs?search_keywords=Salary%20structure%20design.md)[People leadership](https://jobicy.com/jobs?search_keywords=People%20leadership.md)[Cross-functional stakeholder management](https://jobicy.com/jobs?search_keywords=Cross-functional%20stakeholder%20management.md)[Data analysis](https://jobicy.com/jobs?search_keywords=Data%20analysis.md)[IPO readiness](https://jobicy.com/jobs?search_keywords=IPO%20readiness.md) Sample interview questionsHow would you build a multi-year global compensation roadmap for a high-growth company approaching an IPO?I would begin with business strategy, workforce plans, current program maturity, and external market positioning. I would then prioritize scalable job architecture, pay structures, governance, executive-compensation readiness, systems capability, and a phased communication plan with clear success metrics. Describe your approach to balancing external competitiveness, internal equity, and pay-transparency requirements. I use reliable market survey data alongside consistent job architecture and documented pay ranges. I regularly analyze pay outcomes for equity and compliance risks, investigate meaningful variances, and partner with Legal and HR leaders to implement defensible, practical adjustments. How have you managed annual compensation cycles in Workday? I establish a detailed cycle plan covering data validation, eligibility rules, budget modeling, manager guidance, approvals, testing, and post-cycle audits. I work closely with People Systems, Payroll, and HR partners to ensure accurate configurations, controlled workflows, and clear employee communications. What information would you prepare for a Compensation Committee meeting? I would prepare concise materials on executive pay philosophy, peer benchmarking, proposed salary and incentive actions, equity usage, performance context, governance considerations, and decision requests. The materials should be accurate, clearly sourced, and designed to make risks and trade-offs easy for the committee to evaluate. How do you lead a compensation team during rapid organizational change? I create clarity around priorities, decision rights, operating rhythms, and quality standards while leaving room for team ownership. I coach team members through complex cases, communicate changes early, and use retrospectives and metrics to improve both the employee experience and operational execution. Next step ## Apply now. Follow the employer’s application method and review Jobicy’s safety guidance before sharing personal information. 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