Why join us
Brex empowers the next generation of businesses with an integrated corporate card and spend management software. We make it easy for our customers to manage every aspect of spending and empower their employees to make better financial decisions from anywhere they live or work. Brex proudly serves tens of thousands of growing businesses, from early-stage startups to global enterprises.
Working at Brex allows you to push your limits, challenge the status quo, and collaborate with some of the brightest minds in the industry. We’re committed to building a diverse team and inclusive culture and believe your potential should only be limited by how big you can dream. We make this a reality by empowering you with the tools, resources, and support you need to grow your career.
People at Brex
The People team keeps our company and culture growing. We’re curious, optimistic, and pragmatic — and work with our colleagues all across Brex to solve organizational challenges. We focus on bringing talented new individuals to the company and provide the tools and resources to empower individual and team success. Above all, we help build an authentic, inclusive environment where our team members can grow and make an impact.
What you’ll do
You will serve as a member of the Compensation team, working with Brex leadership to run and continuously improve world-class compensation programs. You will help oversee the entire compensation process, from administering market analysis to pricing new roles and overseeing important outcomes such as pay parity and competitive pay. You will be a key partner in working across other cross-functional teams including HRBPs, People Operations, People Programs, Recruiting, Legal, and Finance.
Responsibilities
- Independently drive initiatives that work towards the refining and evolving of Brex’s compensation model as it approaches maturity and scale
- Manage Compensation projects from beginning to end, such as participating in benchmarking and surveys, to calibrate and maintain Brex’s market positioning
- Lead annual merit cycle to ensure pay parity and competitive compensation across teams and geographies, as well as biannual promotion compensation adjustments
- Promote the understanding of compensation philosophies, practices, and administration across all levels of the organization, including the executive team
- Measure and track key compensation and hiring-related leading indicators to help inform, influence, support, and execute business decisions
- Partner with business leaders to refine new or evolving roles and their corresponding incentive models
- Work with large data sets with the ability to translate and distill into key points for senior leadership
- Produce ad hoc analyses with quick turnarounds based on business and/or Compensation Committee (or Board of Director) needs
- Supports completion of regulatory compliance reports
- Conduct cost modeling to help with leadership decision-making
Requirements
- 5+ years of work experience in Compensation
- Exceptional attention to detail, prioritization, and time management skills in handling multiple priorities and meeting challenging deadlines
- Comfortable with ambiguity
- Strong analytical skills
- Strong planning, project management, organizational, and communication skills
- Excellent Excel or Google Sheets skills (SQL knowledge a plus)
Bonus points
- Presentation skills
- Prior startup experience
- Consulting experience
- Variable pay plan experience
Compensation
The expected salary range for this role is $128,160 - $160,200. However, the starting base pay will depend on a number of factors including the candidate’s location, skills, experience, market demands, and internal pay parity. Depending on the position offered, equity and other forms of compensation may be provided as part of a total compensation package.
Please be aware, job-seekers may be at risk of targeting by malicious actors looking for personal data. Brex recruiters will only reach out via LinkedIn or email with a brex.com domain. Any outreach claiming to be from Brex via other sources should be ignored.
