Senior Compensation Business Partner

Requirements

• 7+ years of compensation experience in the hi-tech industry , including direct business partnering with leaders and HRBPs
• Bachelor's degree in Business, Arts, Science, or a related field.
• Strong command of compensation fundamentals: salary range creation, salary structures, job architecture, incentive design, and equity (RSUs, options, refresh strategy)
• Advanced Excel skills (complex formulas, lookups, pivots, modeling); comfort working with large, messy data sets
• Demonstrated analytical rigor with the ability to translate numbers into a clear story and recommendation
• Excellent written and verbal communication; able to flex between executive-level summaries and detailed manager guidance
• Direct experience with Radford survey data and hi-tech market benchmarking
• Experience with compensation platforms (e.g., Workday, Compa) and HRIS reporting
• Active interest in applying AI tools to compensation work , prompt-writing, automation, summarization, and analysis
• Sound judgment, discretion, and the ability to navigate ambiguity and competing priorities
• Bachelor's degree or equivalent practical experience
• Expected Base Pay Range (USD)
• 143,290 - 214,600, $ per annum
• The successful candidate's starting base pay will be determined based on job-related skills, experience, qualifications, work location and market conditions. The expected base pay range for this role may be modified based on market conditions.
• Additional Compensation and Benefit Elements

Benefits

Additional Information

About Marvell Marvell's semiconductor solutions are the essential building blocks of the data infrastructure that connects our world. Across enterprise, cloud and AI, and carrier architectures, our innovative technology is enabling new possibilities. At Marvell, you can affect the arc of individual lives, lift the trajectory of entire industries, and fuel the transformative potential of tomorrow. For those looking to make their mark on purposeful and enduring innovation, above and beyond fleeting trends, Marvell is a place to thrive, learn, and lead. Your Team, Your Impact We're looking for a Senior Compensation Partner to serve as the trusted advisor to our business leaders and HR partners on all things pay. In this role, you'll move fluidly between hands-on analytical work and strategic consultation, shaping offers, supporting the annual focal cycle, and helping the organization think through how we structure and reward work as the business evolves. This is a high-impact, high-visibility role for someone who brings deep hi-tech compensation expertise, loves solving problems with data, communicates with clarity, and is excited to bring modern tools (including AI) into the way compensation work gets done. What You Can Expect Strategic Business Partnership Serve as the primary compensation point of contact for designated business units, building deep relationships with HRBPs, recruiters, and people leaders Translate business strategy and workforce plans into compensation recommendations that attract, retain, and motivate top hi-tech talent Provide thought partnership on org design, leveling, and compensation implications of business decisions Coach managers and HRBPs on compensation philosophy, market dynamics, and how to have effective pay conversations Offers, Counters, and Ad-Hoc Pay Decisions Review and recommend competitive offers for new hires, internal transfers, and promotions, balancing market data, internal equity, and budget Partner with Talent Acquisition on counter-offer strategy and complex negotiations, including equity, sign-on, and retention considerations Model the downstream impact of pay decisions on team and org-level equity Annual Focal / Compensation Cycle Support planning, calibration, and execution of the annual merit, bonus, and equity review cycles for your client groups Train and enable managers on tools, guidelines, and the rationale behind cycle decisions Partner with Finance and HRIS on accruals, system configuration, and post-cycle reconciliation Job Architecture & Market Pricing Maintain and evolve job architecture, leveling, and career frameworks in partnership with HR and the broader Total Rewards team Conduct market pricing using hi-tech survey data (e.g., Radford, Mercer, Compa); recommend salary ranges and structure updates Identify and resolve internal equity issues, compression, and structural inconsistencies Analytics & Reporting Build models and dashboards that turn pay data into clear insights for leadership Run ad-hoc analyses on pay equity, attrition risk, range penetration, and competitiveness Use AI-assisted tools to accelerate data work, draft communications, and improve analytical workflows

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Company Intel

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