Why This Job is Featured on The SaaS Jobs
### Why this Role is Featured on The SaaS Jobs
Compensation is often treated as an internal HR function, but in SaaS it becomes a strategic operating system, especially for companies with distributed workforces and multiple product lines. This Senior Compensation Partner role stands out because it sits at the intersection of global payroll infrastructure, compliance complexity, and the compensation frameworks that help SaaS businesses stay coherent as headcount and geography expand.
For SaaS professionals, the long-term career value here is the chance to build repeatable mechanisms rather than one-off decisions. Owning compensation cycles, job architecture, and market data inputs develops a skill set that translates across SaaS contexts, from scaling startups to later-stage platforms. The emphasis on governance, equity analysis, and leadership-ready insights also maps closely to how modern SaaS companies professionalise people operations as they mature.
The section above is editorial commentary from The SaaS Jobs, provided to help SaaS professionals understand the role in a broader industry context.
Job Description
Who we are is what we do.
Deel is the all-in-one payroll and HR platform for global teams. Our vision is to unlock global opportunity for every person, team, and business. Built for the way the world works today, Deel combines HRIS, payroll, compliance, benefits, performance, and equipment management into one seamless platform. With AI-powered tools and a fully owned payroll infrastructure, Deel supports every worker type in 150+ countries—helping businesses scale smarter, faster, and more compliantly.
Among the largest globally distributed companies in the world, our team of 7,000 spans more than 100 countries, speaks 74 languages, and brings a connected and dynamic culture that drives continuous learning and innovation for our customers.
Why should you be part of our success story?
As the fastest-growing Software as a Service (SaaS) company in history, Deel is transforming how global talent connects with world-class companies – breaking down borders that have traditionally limited both hiring and career opportunities. We're not just building software; we're creating the infrastructure for the future of work, enabling a more diverse and inclusive global economy. In 2024 alone, we paid $11.2 billion to workers in nearly 100 currencies and provided healthcare and benefits to workers in 109 countries—ensuring people get paid and protected, no matter where they are.
Our momentum is reflected in our achievements and customer satisfaction: CNBC Disruptor 50, Forbes Cloud 100, Deloitte Fast 500, and repeated recognition on Y Combinator’s top companies list – all while maintaining a 4.83 average rating from 15,000 reviews across G2, Trustpilot, Captera, Apple and Google.
Your experience at Deel will be a career accelerator. At the forefront of the global work revolution, you'll tackle complex challenges that impact millions of people's working lives. With our momentum—backed by a $17.3 billion valuation and $1 B in Annual Recurring Revenue (ARR) in just over five years—you'll drive meaningful impact while building expertise that makes you a sought-after leader in the transformation of global work.
About the Role
This is a unique opportunity for a compensation professional with solid, hands-on experience who wants to deepen their expertise by getting into the weeds of a global compensation program and then refine it for long-term, sustainable scale.
A strong foundation is already in place. The focus of this role is evolution: sharpening our compensation philosophy, structures, and processes to support a complex, fast-growing, global organization on its path to IPO and beyond.
Managing compensation across 100+ countries is no small task. This role is designed for someone who is up for the challenge, comfortable operating in complexity, curious by nature, and energized by learning. With the breadth of geographies, regulations, and market dynamics involved, this is a truly unique opportunity to develop deep global compensation expertise.
You’ll have meaningful autonomy, direct exposure to leadership, and the opportunity to learn from an enthusiastic and deeply knowledgeable Head of Total Rewards who is invested in developing top talent. The environment is extremely fast paced, and the ideal candidate is someone who thrives in that pace and enjoys building while scaling.
What You’ll Do
As a Senior Compensation Partner, you will play a critical role in supporting and scaling our global compensation strategy across a workforce of 7,000+ team members in 100+ countries.
You will:
Program manage the mid-year and annual compensation cycles end-to-end, including planning, execution, stakeholder communication, and post-cycle analysis.
Partner closely with HR Business Partners, Talent Acquisition, Finance, and functional leaders to provide compensation guidance and insights, primarily for G&A functions.
Build upon and refine our existing compensation philosophy, job architecture, and salary structures to support growth, retention, and IPO readiness.
Manage compensation programs across 100+ countries, navigating complexity while designing solutions that scale globally with local execution.
Participate in global compensation surveys and manage market data inputs to evaluate industry trends and inform compensation decisions.
Evaluate new and existing roles for appropriate job level, career alignment, and salary ranges; create new ranges as needed.
Provide data-driven recommendations for compensation adjustments based on market data, internal equity, pay gap analysis, and role evolution.
Maintain and continuously improve global salary structures, ensuring alignment with business objectives and market movement.
Own compensation data integrity, including job architecture, leveling, and range governance.
Review and approve new-hire offers and provide guidance on internal mobility and role changes.
Prepare and validate compensation analyses and materials for leadership presentations, offering clear insights and recommendations.
Support compliance with global and local compensation-related regulations, including FLSA, Equal Pay requirements, and other governance standards.
Support audits, regulatory reviews, and compensation-related documentation.
Contribute to the design and implementation of new compensation programs, tools, and frameworks.
Identify opportunities for process improvements, automation, and scalable ways of working in a fast-paced environment.
Stay current on emerging compensation trends, best practices, and technologies in a global context.
What You’ll Bring
5–7 years of progressive experience in compensation, with increasing scope and ownership.
Experience supporting compensation programs in a global and/or highly distributed workforce; global exposure is strongly preferred.
Comfort operating in an extremely fast-paced environment with competing priorities and evolving needs.
Strong understanding of compensation fundamentals, including job architecture, market pricing, internal equity, and pay governance.
Hands-on experience participating in compensation surveys; Aon experience is highly preferred.
Advanced Excel and/or Google Sheets skills, including the ability to manage large datasets and use functions such as VLOOKUP/XLOOKUP, INDEX/MATCH, ARRAY formulas, and pivot tables.
Exceptional attention to detail with strong quantitative and qualitative analytical skills.
A proactive, solutions-oriented mindset with sound judgment and strong follow-through.
Excellent organizational and program-management skills, with the ability to drive complex cycles to completion.
Clear, confident communication skills and the ability to collaborate effectively across functions and levels.
High level of discretion and integrity when handling confidential and sensitive information.
Experience working with global, remote teams across time zones.
Total Rewards
Our workforce deserves fair and competitive pay that meets them where they are. With scalable benefits, rewards, and perks, our total rewards programs reflect our commitment to inclusivity and access for all.
Some things you’ll enjoy
Stock grant opportunities dependent on your role, employment status and location
Additional perks and benefits based on your employment status and country
The flexibility of remote work, including optional WeWork access
At Deel, we’re an equal-opportunity employer that values diversity and positively encourage applications from suitably qualified and eligible candidates regardless of race, religion, sex, national origin, gender, sexual orientation, age, marital status, veteran status, disability status, pregnancy or maternity or other applicable legally protected characteristics.
Unless otherwise agreed, we will communicate with job applicants using Deel-specific emails, which include @deel.com and other acquired company emails like @payspace.com and @paygroup.com. You can view the most up-to-date job listings at Deel by visiting our careers page.
Deel is an equal-opportunity employer and is committed to cultivating a diverse and inclusive workplace that reflects different abilities, backgrounds, beliefs, experiences, identities and perspectives.
Deel will provide accommodations on request throughout the recruitment, selection and assessment process for applicants with disabilities. If you require accommodations, please inform our Talent Acquisition Team via this link and a team member will be in touch to ensure your equal participation. If you have difficulty accessing the form, please email at recruiting@deel.com.
As part of our hiring process, we primarily rely on interviews and role-related assessments. In limited cases, we may also consider informal background information relevant to the role, in line with our privacy and fairness obligations.
This application process may utilise Automated Employment Decision Tools (AEDT) and AI systems to assist in evaluating candidates based on experience level, technical skills and qualifications. This processing is conducted in compliance with applicable Data Protection, AI Governance and Labour Laws. We ensure human oversight is maintained in all final hiring decisions. Your personal data is not used to train AI models. For more information on how we process your personal data, please see our Privacy Policy.
