We are seeking a Sr. Lead Compensation Business Partner to shape and scale compensation partnership for some of Rivian’s most business-critical technical organizations. This is a highly consultative, client-facing role focused on helping leaders make thoughtful, data-driven compensation decisions that support equitable, competitive outcomes across the employee lifecycle.
This role sits at the intersection of People, compensation strategy, analytics, program operations, and digital enablement. Based in Palo Alto, CA, this role will report to the Director, Compensation Business Partners and serve as a key connector across HR Business Partners, Talent Acquisition, business leaders, and adjacent People partners to help drive a scalable, consistent, and insight-led compensation operating model across Product, Engineering, Autonomy, and Electrical Hardware.
Why This Role Matters
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Support critical technical talent decisions - Help shape pay decisions for Product, Engineering, Autonomy, and Electrical Hardware teams where market pressure, speed, and talent density are all high.
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Bring rigor to compensation decisions - Use market data, offer trends, turnover insights, and internal analytics to help Rivian stay competitive externally while maintaining internal equity.
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Scale consistency across the business - Drive stronger compensation planning, administration, automation, and reporting so leaders can move faster with better guidance and fewer manual workarounds.
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Enable better partnership across People and the business - Act as a trusted advisor to HRBPs, Talent Acquisition, and business leaders on complex compensation matters that influence hiring, retention, and growth.
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Raise the bar for team capability - Help strengthen how the broader compensation team operates by mentoring others and contributing to clearer communication and change adoption.
Strategic Compensation Partnership
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Build consultative, collaborative relationships with HR Business Partners, Talent Acquisition, and business leaders to provide end-to-end support on compensation matters across assigned client groups.
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Advise on strategic new hire offers, promotions, international transfers, budget allocation, top talent, and retention decisions with a balanced view of market competitiveness and internal equity.
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Serve as a credible thought partner to leaders navigating growth, organizational change, and evolving talent needs across highly technical functions.
Market Intelligence, Analytics & Pay Decisioning
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Provide regular updates on market insights, industry trends, and emerging compensation best practices relevant to supported organizations.
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Research and analyze market data, turnover signals, offer acceptance rates, and related inputs to assess role competitiveness and identify areas of risk or opportunity.
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Translate analyses into clear recommendations and practical decision support for stakeholders, including senior leaders.
Program Operations, Standardization & Scale
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Drive consistency in compensation planning, program administration, program automation, and analytics/reporting across supported teams.
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Help improve how compensation programs are operationalized so processes are scalable, repeatable, and easier for leaders and People partners to navigate.
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Partner across the People organization to strengthen operating discipline while preserving flexibility for nuanced business needs.
Change, Communication & Enablement
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Serve as a change champion and contribute to the development and enhancement of communication and training materials tied to compensation programs and decisions.
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Help leaders and partners understand compensation philosophy, tools, and decision frameworks through clear, approachable communication.
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Support adoption of more scalable compensation practices as business needs, organizational design, and talent strategies evolve.
Team Leadership & Capability Building
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Lead, coach, and mentor more junior team members, helping raise the quality, consistency, and impact of compensation partnership across the team.
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Model strong analytical rigor, sound judgment, and a solutions-oriented approach in day-to-day partnership and decision support.
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Contribute to a collaborative team environment grounded in trust, responsiveness, and continuous improvement.
Required Qualifications
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Bachelor’s degree or equivalent practical experience in a related field, with 7+ years of progressive compensation experience, ideally in a high-growth, scaling technology environment.
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Strong understanding of Product and Engineering organizations, with experience supporting fast-paced technical client groups.
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Experience creating and supporting global compensation programs and client groups.
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Excellent interpersonal and communication skills, with a consultative and solutions-oriented mindset.
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Proven ability to build strong relationships with cross-functional partners.
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Strong analytical and quantitative skills, with a high standard for accuracy and the ability to communicate technical information to varied audiences, including senior executive leadership.
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Demonstrated ability to operate with initiative, self-direction, and strong prioritization in a dynamic environment.
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Experience working in global or multinational organizations and partnering effectively across local, regional, and international stakeholders.
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Proactive problem-solving skills and a track record of building thoughtful solutions that challenge the status quo.
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Clear, approachable communication style and comfort working across diverse teams and leadership levels.
Preferred Qualifications
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Experience directly supporting Product, Engineering, Autonomy, Electrical Hardware, or similarly specialized technical organizations.
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Experience in automotive, EV, hardware, manufacturing, or other complex, fast-scaling environments.
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Prior experience mentoring or informally leading other compensation partners or analysts.
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Depth in global compensation program design and administration across multinational employee populations.
