Executive Compensation Business Partner
WFA Digital Insight
Stripe’s Executive Compensation Business Partner sits at the crossroads of finance, HR, and senior leadership, giving you a seat at the table where pay policy meets the company’s growth agenda. The role is more than data crunching; you’ll craft board‑ready materials for compensation committees, benchmark against public and private peers, and own the long‑term incentive budgeting process. Because Stripe is scaling rapidly, the partner must translate complex Excel and Google Sheets models into clear guidance for recruiters, HR Business Partners, and the executive team. Trust and objectivity are emphasized, so your analyses will directly influence how the company attracts and retains its top‑level talent. Candidates should be comfortable navigating Workday, driving cross‑functional alignment, and communicating quantitative insights to non‑technical leaders.
Job Description
Who we are
About Stripe
Stripe is a financial infrastructure platform for businesses. Millions of companies—from the world’s largest enterprises to the most ambitious startups—use Stripe to accept payments, grow their revenue, and accelerate new business opportunities. Our mission is to increase the GDP of the internet, and we have a staggering amount of work ahead. That means you have an unprecedented opportunity to put the global economy within everyone’s reach while doing the most important work of your career.
About the team
Stripe’s people are its most valuable resource, and as an Executive Compensation Partner you’ll be responsible for the implementation, and integration of our compensation strategy to help us attract and retain top talent and while helping Stripe continue to scale effectively.
What you’ll do
Responsibilities
- Collaborate with key internal stakeholders and external independent consultants to prepare materials for compensation committee meetings, including executive compensation analysis and benchmarking
- Act as a strategic partner to HR Business Partners, Leadership Recruiters, and the Executive team on all executive compensation matters
- Conduct analyses of market data in order to ensure compensation programs are aligned to market and supporting the company’s people strategy
- Support the analysis and management of company-wide long-term incentive programs, which includes budgeting, planning, tracking, and execution
- Be data driven and stand for objectivity, independent decision taking, utmost credibility, and trustworthiness
- Ensure Stripe’s compensation programs are well communicated and understood across leadership
Who you are
We’re looking for someone who meets the minimum requirements to be considered for the role. If you meet these requirements, you are encouraged to apply.
Minimum requirements
- At least 6+ years of work experience in developing and managing executive compensation programs and processes for both public and private companies, preferably in a high-growth, scaling, technology environment
- A strong understanding of compensation best practices, current compensation trends, and market benchmark data
- Strong understanding of HR Information Systems, specific experience with Workday preferred
- Proven analytical skills, keen eye for detail, and have truly in-depth knowledge of Excel/Google Sheets including building and maintaining complex models
- Experience communicating effectively across teams, including translating quantitative insights to non-quantitative audiences
- The ability to communicate across diverse groups with clear, approachable, and collaborative style
- Strong influencing skills with the ability to communicate clearly and confidently when advising senior leaders
- A deep commitment to excellent customer service, empathy, and discretion
How to Stand Out
- Highlight your most complex Excel or Google Sheets model in your resume, describing the business question it answered.
- Prepare a brief case study showing how you benchmarked executive pay against public and private peers.
- Expect scenario‑based interview questions that test your ability to translate raw data into clear recommendations for senior leaders.
- Demonstrate familiarity with Workday or similar HRIS platforms; mention any integrations you’ve built.
- Ask about the composition of the compensation committee and the cadence of long‑term incentive planning to show strategic interest.
This is a remote position listed on WFA Digital, the platform for professionals who work from anywhere. Browse more remote jobs across all categories.