Director, Compensation

Datavant is a data platform company and the world’s leader in health data exchange. Our vision is that every healthcare decision is powered by the right data, at the right time, in the right format.

Our platform is powered by the largest, most diverse health data network in the U.S., enabling data to be secure, accessible and usable to inform better health decisions. Datavant is trusted by the world’s leading life sciences companies, government agencies, and those who deliver and pay for care.

By joining Datavant today, you’re stepping onto a high-performing, values-driven team. Together, we’re rising to the challenge of tackling some of healthcare’s most complex problems with technology-forward solutions. Datavanters bring a diversity of professional, educational and life experiences to realize our bold vision for healthcare.

Role Summary:

The Director, Compensation is a strategic hands-on compensation expert and will lead, design, implement, and administer global compensation programs and works closely with various business units, being a key compensation contributor for equity and broad based compensation for merger and acquisitions, ensuring they support the company’s strategic goals and attract, motivate, and retain top talent. This leader will act as a trusted advisor to senior business leaders and HR Business Partners (HRBPs), providing guidance on base pay, variable compensation, with a strong emphasis on equity programs and executive compensation. The ideal candidate will bring deep expertise across both private equity-backed and publicly traded technology companies, including experience managing compensation aspects of mergers & acquisitions and global expansion.

Key Responsibilities:

• Develop, implement, and continuously improve competitive compensation structures, policies, and practices that align with the company’s business objectives and market trends.
• Lead the annual compensation cycle including salary planning, merit increases, bonus programs, and equity refreshes.
• Serve as the primary compensation advisor to business leaders and HRBPs, partnering closely to address complex compensation matters and deliver solutions that balance market competitiveness with internal equity.
• Consult on job architecture, leveling, and pay practices to support organizational growth and scale.
• Design and administer global equity plans, working cross-functionally with Legal, Finance, and external advisors to ensure compliance and alignment with shareholder and board expectations.
• Provide analysis and recommendations on executive compensation, including benchmarking and pay-for-performance alignment.
• Oversee compensation programs across multiple geographies, ensuring local compliance while maintaining global consistency with a strong understanding of best practices and trends.
• Support compensation due diligence and integration planning for mergers, acquisitions, and divestitures.
• Conduct regular market analysis to ensure pay structures are competitive and aligned with industry benchmarks.
• Manage relationships with external compensation consultants and survey providers.
• Internal governance that includes but not limited to preparation of materials for Compensation Committee meetings, as needed.

Basic Qualifications:

• Bachelor’s degree in Human Resources, Finance, Business Administration, Mathematics, Accounting, or a related field.=
• 10+ years of experience in compensation, total rewards, or HR analytics.
• Advanced Excel skills (e.g., pivot tables, VLOOKUPs, nested formulas, data modeling, report analysis, etc.).
• Strong analytical and quantitative skills with the ability to translate data and trends into key insights and recommendations
• In-depth knowledge of compensation principles, salary structures, job leveling frameworks, and equity programs.
• Experience conducting and interpreting compensation surveys and market data.
• Deep knowledge of base pay, incentive compensation, equity compensation, and executive pay.
• Proven track record partnering with senior business leaders and HRBPs with the ability to influence and assist with strategic compensation decisions.
• Significant experience with global compensation structures and compliance.
• Hands-on experience managing compensation programs for both private equity-backed and public companies (with an understanding of exit strategy / IPO).
• Proven ability to manage multiple priorities and deliver high-quality results in a fast-paced environment.
• Prior experience leading compensation initiatives through Mergers & Acquisitions.
• Familiarity with compensation and equity tools and platforms (e.g., Radford, Mercer, Option Impact, and full understanding of Carta or with another equity administrator ).

Desired Qualifications:

• Master’s degree in Business, Human Resources, or related discipline.
• Certified Compensation Professional (“CCP”) designation or coursework toward certification.
• Experience with Oracle HCM

Candidates must be authorized to work in the United States without sponsorship.

We are committed to building a diverse team of Datavanters who are all responsible for stewarding a high-performance culture in which all Datavanters belong and thrive. We are proud to be an Equal Employment Opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, sex, sexual orientation, gender identity, religion, national origin, disability, veteran status, or other legally protected status. At Datavant our total rewards strategy powers a high-growth, high-performance, health technology company that rewards our employees for transforming health care through creating industry-defining data logistics products and services. The range posted is for a given job title, which can include multiple levels. Individual rates for the same job title may differ based on their level, responsibilities, skills, and experience for a specific job. This role is eligible for bonus/commission, and the range below is inclusive of those targets.

To ensure the safety of patients and staff, many of our clients require post-offer health screenings and proof and/or completion of various vaccinations such as the flu shot, Tdap, COVID-19, etc. Any requests to be exempted from these requirements will be reviewed by Datavant Human Resources and determined on a case-by-case basis. Depending on the state in which you will be working, exemptions may be available on the basis of disability, medical contraindications to the vaccine or any of its components, pregnancy or pregnancy-related medical conditions, and/or religion. This job is not eligible for employment sponsorship. Datavant is committed to a work environment free from job discrimination. We are proud to be an Equal Employment Opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, sex, sexual orientation, gender identity, religion, national origin, disability, veteran status, or other legally protected status. To learn more about our commitment, please review our EEO Commitment Statement here. Know Your Rights, explore the resources available through the EEOC for more information regarding your legal rights and protections. In addition, Datavant does not and will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay. At the end of this application, you will find a set of voluntary demographic questions. If you choose to respond, your answers will be anonymous and will help us identify areas for improvement in our recruitment process. (We can only see aggregate responses, not individual ones. In fact, we aren’t even able to see whether you’ve responded.) Responding is entirely optional and will not affect your application or hiring process in any way. Datavant is committed to working with and providing reasonable accommodations to individuals with physical and mental disabilities. If you need an accommodation while seeking employment, please contact us at [email protected]. We will review your request for reasonable accommodation on a case-by-case basis.

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Originally posted on Himalayas