At a glance
- Employment
- Full-time
- Workplace
- Hybrid
- Location
- San Mateo
About Fireworks AI
- Fireworks is the platform for specialized intelligence, enabling companies to build, train, and serve AI models tailored to their own data, workflows, and products. Founded by the team behind PyTorch and backed by AMD, Atreides, Benchmark Capital, Index Ventures, Lightspeed, NVIDIA, Sequoia Capital, and TCV, Fireworks powers production AI with hundreds of state-of-the-art open models across text, image, embedding, audio, and multimodal workloads. Today, Fireworks is a Series D company valued at $17.5 billion, bringing together an ambitious, collaborative team that's building the future of enterprise AI.
About the role
- Compensation touches nearly every decision we make about talent as we hire our first dedicated Compensation Partner.
- This role is responsible for translating our compensation philosophy into practice and building the connective tissue between pay beliefs and decisions.
- The Compensation Partner will own processes end-to-end and hands-on, including market research, review cycle design, data maintenance, and partnering with Finance.
Responsibilities
- Take our existing compensation philosophy and turn it into practical guardrails, bands, and decision frameworks that managers and HRBPs can actually use.
- Regularly check that our real-world pay practices stay aligned with our philosophy, flagging and correcting drift as we grow.
- Keep our compensation posture competitive and agile, responding to market shifts rather than only revisiting pay once a year.
- Own our job architecture and salary bands, keeping them current as roles, levels, and the market evolve.
- Run ongoing market research and benchmarking, such as survey data and competitive intelligence, to ensure bands remain competitive.
- Maintain accurate compensation data as the source of truth for Finance, People Ops, and HRBPs.
- Own compensation system implementation and administration, including HRIS and Workday compensation modules.
- Design and own the end-to-end compensation review cycle, covering timing, guardrails, manager tools, and calibration approaches.
- Partner with Finance on equity compensation design, including options, RSUs, modeling, guidelines, and decision-making.
- Act as the subject matter expert on pay decisions, offer approvals, and job evaluations for HRBPs and leaders.
Requirements
- 6+ years of progressive compensation experience, ideally including time maintaining and evolving comp programs like bands, review cycles, and market benchmarking in a fast-growing company.
- Direct experience with equity compensation, such as options or RSUs, and comfort partnering with Finance on equity framework design.
- Strong analytical foundation, being comfortable with market data, compensation modeling, and translating data into clear recommendations.
- A hands-on, do-er mindset comfortable owning the process and details rather than just setting direction.
- Experience partnering with HRBPs, Finance, and People Ops as equal stakeholders.
- Excellent written communication skills to explain compensation mechanics to audiences ranging from executives to first-time managers.
- Familiarity with relevant compensation systems and survey data sources such as Workday, Radford, Pave, and Carta Total Comp.
Preferred qualifications
- Experience with sales and GTM compensation plan design.
- Experience carrying a benefits program through international or multi-geography expansion.
- Experience owning or being heavily involved in benefits strategy rather than just administration.
- Experience building a compensation review cycle in tandem with a performance management program.
Skills
- Workday
- Radford
- Pave
- Carta Total Comp
- HRIS
