Director, Compensation

Reporting to the VP, Total Rewards and People Operations, the Director, Compensation will own the development and implementation of compensation strategies and programs to ensure market competitiveness, internal equity, and alignment with business objectives. This role leads both the strategic and operational aspects of base pay, bonus, and equity compensation, working closely with cross-functional partners to drive consistent and transparent compensation practices.

Compensation Strategy & Design:

• Lead the evolution of Spring Health's compensation philosophy, incorporating industry benchmarks, business strategy, and our core values.
• Design and manage salary structures, incentive plans, and job architectures for global teams.
• Evaluate the effectiveness of existing programs and recommend improvements that support scalability and equity.

Operational Excellence:

• Lead the annual compensation review cycle, including merit, bonus, and equity refresh processes.
• Manage compensation planning tools and processes, ensuring seamless execution and appropriate levels of support for managers and employees in partnership with People Business Partners.
• Working with the finance team, help ensure accurate budgeting and financial reporting for salaries, bonuses and equity compensation by maintaining and improving both compensation-related data and relevant tools.
• Collaborate with other functions as well as external partners on equity strategy, grant administration, and compliance.

Advisory & Enablement:

• Serve as the primary advisor to People Business Partners and senior leaders on compensation-related matters.
• Provide training and resources that empower managers to make informed and equitable compensation decisions.
• Stay informed on compensation trends, legislation, and regulatory changes.

What success looks like in this role:

• Clear and trusted compensation philosophy and structure adopted across the organization
• Seamless execution of annual compensation processes with strong manager enablement
• Internal equity and market competitiveness maintained across key roles
• Clear and scalable job architecture that supports career progression

What we expect from you:

• 8+ years of experience in compensation, with at least 3 years in a leadership role
• Proven success designing and scaling compensation programs in a fast-growing company
• Familiarity with the Aon/Radford compensation survey databases, including best practices around peer group selection, job matching and leveling.
• Deep knowledge of global compensation practices, including salary range construction and management, equity programs and compliance
• Experience managing complex compensation cycles using tools like Workday and/or point solutions.
• Strong analytical and stakeholder management skills

The target base salary range for this position is $153,750 - $205,000, and is part of a competitive total rewards package including stock options and benefits. Individual pay may vary from the target range and is determined by a number of factors including experience, location, internal pay equity, and other relevant business considerations. We review all employee pay and compensation programs annually using Radford Global Compensation Database at minimum to ensure competitive and fair pay.

Benefits provided by Spring Health:

Note: We have even more benefits than listed here and below, your recruiter will provide more in-depth information as you continue in the interview process. Benefits are subject to individual plan requirements and eligibility criteria.

• Health, Dental, Vision benefits start on your first day at Spring. You and your dependents also receive access to One Medical accounts HSA and FSA plans are also available, with Spring contributing up to $1K for HSAs, depending on your plan type.
• Employer sponsored 401(k) match of up to 2% for retirement planning
• A yearly allotment of no cost visits to the Spring Health network of therapists, coaches, and medication management providers for you and your dependents.
• We offer competitive paid time off policies including vacation, sick leave and company holidays.
• At 6 months tenure with Spring, we offer parental leave of 18 weeks for birthing parents and 16 weeks for non-birthing parents.
• Access to Noom, a weight management program-based in psychology, that's tailored to your unique needs and goals.
• Access to fertility care support through Carrot, in addition to $4,000 reimbursement for related fertility expenses.
• Access to Wellhub, which connects employees to the best options for fitness, mindfulness, nutrition, and sleep in one subscription
• Access to BrightHorizons, which provides sponsored child care, back-up care, and elder care
• Up to $1,000 Professional Development Reimbursement a year.
• $200 per year donation matching to support your favorite causes.