Compensation Policy & Program Administration (30%)
Support the development, implementation, and ongoing administration of compensation policies and programs in alignment with our compensation philosophy and corporate strategy.
Ensure compliance with statutory requirements and internal guidelines.
Develop tools, guidelines, SOPs, and communication materials, including training resources, to support consistent compensation decisions and ensure clear understanding of compensation methodologies and practices.
Partner with Legal and Finance to support compliance with public company requirements (SEC disclosures, proxy data, SOX, and applicable global regulations).
Market Analysis, Job Architecture and Pay Equity (30%)
Lead global market pricing using industry surveys (e.g., Radford, WTW), including survey participation, and provide strategic pay positioning recommendations.
Support pay equity analyses and remediation efforts in partnership with Legal and HR
Advise on geographic differentials, job leveling, and role alignment in semiconductor and technology labor markets.
Develop and maintain comprehensive job architecture frameworks to define job families, levels, and career paths that support talent growth and organizational needs.
Incentive and Variable Pay Programs (30%)
Assist in designing, implementing, and administering incentive programs for sales, manufacturing, annual bonus, and equity programs.
Ensure incentive metrics, calculations and payouts align with business objectives and plan guidelines.
Evaluate program effectiveness and recommend design and process enhancements.
Executive Compensation and Human Capital and Comp. Committee Support (10%)
Assist with administering and enhancing executive compensation and equity programs, including base salary, annual, and long-term incentives.
Provide modeling, scenario analysis, and forecasting support for executive and LTI plans.
Coordinate with external consultants on benchmarking and governance deliverables.
Assist with preparing reports and materials for Human Capital Committee meetings.
Requirements
Bachelor's degree in Human Resources, Business, Finance, or a related field.
Minimum 8-10 years of progressive experience in total rewards or compensation, preferably within publicly traded companies.
Demonstrated expertise in equity plan design and administration, and incentive program management.
Strong knowledge of public company compensation governance, including SEC disclosure requirements, proxy reporting, and SOX compliance.
Proven experience partnering with senior HR leaders, Finance, Legal, and executive stakeholders on complex compensation matters.
Advanced analytical and modeling skills, with proficiency in Excel and compensation analytics tools.
Experience working with external compensation consultants and survey vendors.
Strong communication and interpersonal skills with the ability to influence and build credibility at senior levels.
Ability to manage multiple priorities in a fast-paced, dynamic environment with a high degree of attention to detail and discretion.
Career Growth Philosophy
The intent of this job description is to describe the major duties and responsibilities performed by incumbents of this job. Incumbents may be required to perform job-related tasks other than those specifically included in this description.
All duties and responsibilities are essential job functions and requirements and are subject to possible modification to reasonably accommodate individuals with disabilities.
A reasonable estimate of the pay range for this position is $160,000 - $170,000. There are several factors taken into consideration in determining base salary, including but not limited to: job-related qualifications, skills, education and experience, as well as
Benefits
Equity / stock optionsPerformance bonus
Additional Information
Location: Richmond, BC
Our Team:
The Principal Compensation Partner is part of the Global Human Resources function and reports to the Director of Global Compensation. The role operates as a senior subject matter expert within the compensation team and works in close partnership with the broader HR team and cross-functional stakeholders in the organization.
Job Summary:
The Principal Compensation Partner is a senior individual contributor role that partners closely with the Director of Global Compensation to support the design, execution, and governance of global compensation programs for Semtech, a publicly traded semiconductor and technology company. This role serves as a trusted advisor to HR Business Partners and business leaders, providing deep technical expertise, advanced analytics, and sound judgment on complex compensation matters.
Semtech · Can - Richmond, Bc, Canada