About Rippling

Rippling is the first way for businesses to manage all of their HR & IT—payroll, benefits, computers, apps, and more—in one unified workforce platform.

By connecting every workforce system to a single source of truth for employee data, businesses can automate all of the manual work they normally need to do to make employee changes. Take onboarding, for example. With Rippling, you can just click a button and set up a new employee’s payroll, health insurance, work computer, and third-party apps—like Slack, Zoom, and Office 365—all within 90 seconds.

Based in San Francisco, CA, Rippling has raised $1.2B from the world's top investors—including Kleiner Perkins, Founders Fund, Sequoia, Bedrock, and Greenoaks—and was named one of America's best startup employers by Forbes (#12 out of 500)

We prioritize candidate safety. Please be aware that all official communication will only be sent from @Rippling.com addresses.

About the role

We are looking for a Compensation Business Partner to join our Compensation team. This role will oversee the design and delivery of compensation programs for both Sales and Marketing organizations.

You will lead the design and delivery of sales salary structures, incentive plans, and variable compensation programs that are competitive, scalable, and aligned with Rippling’s financial and business goals. You’ll serve as the trusted partner to Sales & Marketing leadership, Revenue Operations, and Finance to deliver compensation programs to drive high performance and growth. 

Please note this role will be at least 3 days a week in office

What you will do

• Partner closely with Revenue Operations and Finance to design, implement, and govern Sales salary structures, incentive plans, and variable compensation frameworks.
• Benchmark compensation practices against competitive companies and apply insights to strengthen Rippling’s Sales and Marketing pay positioning.
• Serve as a trusted advisor to Sales and Marketing leaders, providing consultation on pay-for-performance strategies, quota alignment, and competitive practices.
• Partner with product, sales and engineering teams to contribute to the development of variable compensation software that empowers Sales, Finance, Recruiting, to manage their incentive programs. 
• Develop models for incentive cost, ROI, and scenario planning to support Finance and executive decision-making.
• Lead communications and enablement to ensure managers and employees clearly understand how their compensation programs work.
• Partner with cross-functional stakeholders to ensure compensation programs are consistent, compliant, and scalable globally.

What you will need

• At least 6 years of compensation-related work experience, preferably within the tech industry, with at least 3 years managing Compensation Programs.  Experience with Sales Incentive Plans in the US (or Private company equity preparing for IPO) preferred.
• Substantial command of compensation fundamentals: job matching, market pricing, Leveling and Job Architecture, equity mechanics at private and public companies, cyclical programs, etc.
• Ability to manage change and ambiguity, and influence cross functional stakeholders effectively. Collaborate with diverse teams, communicate complex information clearly and concisely to a variety of audiences, build strong relationships with stakeholders, and influence decision-making through data-driven insights and persuasive communication.
• Prior experience working with large amounts of data, utilizing strong analytical skills to interpret compensation trends and build intelligence through reporting, with high attention to data validity.
• Excellent communication and presentations skills, with the ability to effectively translate complex compensation concepts/models into digestible plans to the executives.

Even if you don’t meet all of the requirements listed here, we still encourage you to apply. Skills can be used in lots of different ways and your life and professional experience may be relevant beyond what a list of requirements will capture.

Additional Information

Rippling is an equal opportunity employer. We are committed to building a diverse and inclusive workforce and do not discriminate based on race, religion, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, age, sexual orientation, veteran or military status, or any other legally protected characteristics, Rippling is committed to providing reasonable accommodations for candidates with disabilities who need assistance during the hiring process. To request a reasonable accommodation, please email accomodations@rippling.com

Rippling highly values having employees working in-office to foster a collaborative work environment and company culture.  For office-based employees (employees who live within a 40 mile radius of a Rippling office), Rippling considers working in the office, at least three days a week under current policy, to be an essential function of the employee's role.

This role will receive a competitive salary + benefits + equity. The salary for US-based employees will be aligned with one of the ranges below based on location; see which tier applies to your location here.

A variety of factors are considered when determining someone’s compensation–including a candidate’s professional background, experience, and location. Final offer amounts may vary from the amounts listed below.

Salary Range: $160,000 - $210,000