Compensation Business Partner

Meta is seeking an experienced Compensation Business Partner to serve as a strategic thought partner to senior leaders across a defined set of pillars within Cross-Meta Foundations. This role operates at the intersection of compensation strategy, business partnership, and organizational design, driving enterprise-wide total rewards solutions that attract, retain, and motivate top talent at scale. The ideal candidate brings deep compensation expertise combined with demonstrated business acumen, influencing multiple VP+ stakeholders and shaping company-wide compensation philosophy. This role also serves as a flexible partner to Compensation leadership, taking on high-priority initiatives outside the standard planning cycle where the problem is still being defined.

Responsibilities

Serve as the primary compensation strategic advisor to VP+ leaders and their HR Business Partners across assigned pillars, translating business priorities into actionable total rewards strategies Design, develop, and champion enterprise-wide compensation frameworks, philosophies, and programs that align with Meta's talent strategy and support organizational growth and transformation Lead cross-functional compensation initiatives end-to-end for supported organizations, including market competitiveness reviews, organizational redesigns with comp implications, new business area comp design Partner with HRBPs, Recruiting, Finance, Legal, and People Analytics to develop integrated talent and compensation solutions that drive business outcomes Provide thought leadership on emerging compensation trends (e.g., AI talent markets, global pay transparency regulations, equity strategy evolution) and proactively recommend changes to Meta's approach Partner with Compensation leadership on enterprise initiatives that sit outside assigned pillars, owning them from problem framing through recommendation and rollout Drive the annual compensation planning cycle for supported organizations Build and leverage data-driven insights (market data, internal analytics, predictive models) to inform compensation strategy and measure program effectiveness Advise on complex, high-stakes individual compensation decisions (executive offers, critical retention, restructuring) with sound judgment and risk assessment Influence and align senior leadership on compensation trade-offs, ensuring decisions are consistent, fair, and defensible across the enterprise

Qualifications

10+ years of experience in compensation, total rewards, or HR with deep compensation specialization Experience operating as a strategic partner to VP+ leaders in highly matrixed, global technology organizations Demonstrated expertise in designing and implementing compensation programs at scale (10,000+ employee populations) Experience leveraging data, market surveys, and modeling to drive compensation decisions Experience managing compensation through organizational change (reorgs, M&A, workforce transformations) Proven ability to influence and build consensus across multiple senior stakeholders with competing priorities Demonstrated ability to lead ambiguous, self-directed projects from problem definition through implementation, without a predefined brief or established playbook CCP (Certified Compensation Professional) or equivalent certification Prior experience partnering with cross-functional Centers of Excellence (Recruiting, People Analytics, Employee Relations, Legal) MBA, Master's in HR/OD, or equivalent advanced degree Experience in Big Tech or high-growth technology companies with complex equity programs Background in supporting AI/ML, engineering, or product organizations with highly competitive talent markets