Director, Compensation

About the Role

We are looking for a Director, Compensation to lead AlphaSense's global compensation function: a results-oriented leader ready to own the full compensation lifecycle, while building a high-performing team and partnering closely with the VP, Total Rewards, Finance, Legal, and business leaders across the company. We envision this highly visible, high-impact role as a strong influencer with the business and the go-to person for all things Compensation, including base pay, short-term incentives, and long-term incentives (equity).

You will lead AlphaSense's Compensation team and act as the primary owner of the company's compensation philosophy, structure, and programs. You will partner with the VP, Total Rewards on executive compensation, and serve as the owner and subject matter expert for compensation matters across the business, balancing the discipline required of a company approaching IPO with the pace and flexibility of high-growth tech.

This role requires prior experience scaling compensation functions at high-growth or newly public technology companies. A flexible, growth mindset, comfort with ambiguity and change, and successfully balancing operational excellence with a sense of urgency will be critical to success in the role.

What You'll Do

Strategy. Define AlphaSense's multi-year compensation roadmap in alignment with market positioning that scales with the business. Own and manage the global compensation philosophy.

Structural Design. Own and manage the global compensation structure across base, short-term incentives, and long-term incentives (equity), in alignment with job architecture.

Program Management. Own and manage broad-based compensation programs end-to-end, including Annual and Mid-Year compensation review cycles.

Executive Compensation. Partner with the VP, Total Rewards on the design, benchmarking, and administration of executive compensation programs. Prepare Compensation Committee materials in partnership with external advisors (e.g., Compensia), and support proxy and governance readiness as AlphaSense approaches IPO.

Advisory. Partner with People Business Partners, business leaders, and managers to design compelling, scalable compensation solutions by seeking to understand the desired outcome, sharing market expertise, and proposing solutions. Provide guidance on complex, high-visibility compensation matters.

Market Intelligence. Conduct quarterly and ad-hoc analyses to ensure external competitiveness, internal equity, and legal/pay-transparency compliance. Monitor market trends and ensure survey participation is completed to maximize our available benchmarking data set (e.g., Radford, Compa).

Education & Communication. Develop training and communication tools that help managers and employees understand AlphaSense's compensation philosophy, programs, and tools.

Governance. Partner with Talent Acquisition on new-hire offers and with PBPs on internal mobility and promotion guidelines.

Technology & Program Administration. Partner with the People Systems team on Workday configuration for compensation cycles, and with Payroll and Equity teams to ensure accurate transmission of payment and award data.

Team Leadership. Build, coach, and develop a high-performing global Compensation team, fostering a culture of ownership, operational excellence, and continuous development.

Who You Are

Required

Prior experience at a high-growth or newly public technology company

Experience owning the full global compensation function, including designing, recommending, implementing, and administering compensation programs across base pay, short-term incentives, and equity

Experience managing a team

Executive compensation experience, including exposure to Compensation Committee cadence and deliverables

Experience managing multiple compensation cycles in Workday

Strong problem-solving and data analysis skills, with comfort synthesizing data across multiple sources to support decisions

Demonstrated cross-functional partnership, building trust and alignment with Finance, Legal, and People Business Partners on shared, high-visibility decisions

Sound judgment under ambiguity, weighing risk, context, and business impact before acting, including knowing when to decide versus when to escalate

Exceptional results orientation with a high degree of personal initiative

Inclined to roll up your sleeves, with a player-coach style

Flexible, solution-focused attitude

Proactive with a bias for action

Growth mindset with a focus on continuous improvement

Comfort with ambiguity and change

Demonstrated success balancing operational excellence with a sense of urgency

Preferred

Sales compensation experience

For base compensation, we set standard ranges for all roles based on function and level benchmarked against similar stage growth companies and internal comparables. In order to be compliant with local legislation, as well as to provide greater transparency to candidates, we share salary ranges on all job postings regardless of desired hiring location. Final offer amounts are determined by multiple factors including candidate experience/expertise and may vary from the amounts listed below.

You may also be offered a performance-based bonus, equity, and a generous benefits program.

Base Compensation Range

$177,000—$243,000 USD