G&A Compensation Partner

About the role

We are seeking an experienced Compensation Partner to join our Total Rewards team. In this role, you will serve as a strategic partner to Anthropic's G&A organizations — including Finance, Communications, People, Policy, and more — supporting the design, strategy, and day-to-day execution of compensation programs that help us attract and retain exceptional talent.

This is a great fit for someone who has seen compensation excellence at scale and is equally comfortable operating in high-ambiguity, rapidly evolving environments. You'll bring structure and rigor to complex problems while building trusted relationships with executives, People Partners, and recruiting teams across the organization.

Key responsibilities

• Operate as a strategic compensation business partner for your client groups, building relationships and context with executives, People Partners, and recruiting to navigate ambiguous problems and recommend solutions tailored to Anthropic's unique needs
• Own comp cycle execution end-to-end for your client groups, including market benchmarking review, budget modeling, manager enablement, edge-case resolution, and exec-ready rollups — in partnership with the broader Total Rewards team
• Support Anthropic's overall compensation framework, including cash and equity-based programs designed to attract and retain highly sought-after talent
• Provide subject matter expertise on pay decisions, policy and guideline interpretation, and job evaluations; counsel and educate HR Business Partners, managers, and leadership accordingly
• Create compelling data narratives and presentations for leadership, translating complex analysis into clear, actionable recommendations
• Partner cross-functionally to develop scalable processes that enable consistent, high-quality compensation decision-making across the organization
• Develop and deliver enablement on our compensation philosophy and programs across all of Anthropic

Minimum qualifications

• Demonstrated expertise in compensation program design and execution, including experience with market benchmarking tools (e.g., Radford/Mercer/Levels.fyi), salary survey participation, and job architecture or leveling frameworks
• Proficiency in financial modeling and data analysis, with the ability to build and QA compensation models in Excel or Google Sheets
• Track record of managing compensation programs or cycles end-to-end, including budget modeling and stakeholder rollups
• Strong written communication skills, with the ability to translate complex compensation concepts into clear guidance for non-specialist audiences

Preferred qualifications

• Experience in a high-growth or rapidly scaling technology company, where the scope of work evolved quickly and ambiguity was the norm
• 5+ years of compensation-focused experience, ideally spanning both program design and business partner work
• Experience partnering with G&A functions (Finance, Legal, People, Policy, or similar)
• Familiarity with equity compensation structures, including RSUs and option grants, and how they factor into total compensation conversations
• Experience building or improving compensation enablement materials for managers and HR partners
• Comfort presenting analysis and recommendations to senior leadership or executive audiences