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United States
Remote only
The People & Places Team builds the systems and experiences that make Outreach a place where talent wants to stay and grow. Whether you're designing the frameworks that keep us competitive, or shaping the day-to-day moments that define our culture, your work directly shapes how it feels to build a career here.
Reporting to the Director, Total Rewards & People Operations, we're looking for a Senior Global Rewards Analyst to own compensation and equity programs across our global workforce: from market pricing and job leveling to merit, bonus, and equity administration. This role blends deep technical analysis with end-to-end program ownership, turning market data and compensation strategy into pay practices that are competitive, equitable, and compliant across every region we operate in. As Outreach continues to scale internationally, rewards decisions increasingly shape how we attract and retain talent everywhere we hire.
Success in this role means leaders and employees can trust that pay decisions are fair, well-informed, and consistent: reflected in strong retention and a rewards program that scales cleanly as Outreach grows globally, with processes that hold up to scrutiny in every market we operate in.
Location: Seattle (hybrid) or US Remote
Designing and governing global rewards programs: developing, implementing, and administering compensation and equity policies, programs, and the job architecture behind them
Pricing the market: determining market rates for jobs, managing survey participation and benchmark vendor relationships, and maintaining our global band structure as the organization broadens into new roles and geographies
Running annual cycles: administering merit, promotion, bonus, and equity grant programs end to end, including eligibility, system testing, and partnering with Finance on budgeting
Partner to the business: evaluating new jobs, promotions, offers, and reclassifications, and partnering with Recruiting and People Business Partners in forming and delivering recommendations
Keeping us compliant: staying current on pay regulations, including FLSA, EEOC, pay transparency, and pay data reporting obligations
Turning data into insight: building analyses and reporting from HRIS, payroll, and survey data on pay equity, competitiveness, and retention, and delivering ad hoc requests for the People team, executives, and the Board
Communicating and educating on rewards: designing and reward communications and education that drive understanding of the value of our rewards programs within our employee and manager populations
Continuous improvement and innovation: moving the needle on making our reward processes and programs more efficient, using the tools at your disposal, including AI, to transform reward delivery
5+ years in compensation or total rewards at a high-growth company where you owned real scope rather than one slice of a large center of excellence; you're scrappy, enterprising, and comfortable without a lot of infrastructure around you
You've run annual merit cycles and equity refresh grants yourself, from design through communication and delivery
Hands-on experience evaluating and matching roles to survey data, constructing and maintaining salary ranges, and defending the methodology behind both
Expert-level Excel skills, with a track record of building and maintaining complex models for range analysis, cost scenarios, and cycle planning
Comfortable interfacing with and influencing Recruiting, People Business Partners, Finance, and business leaders up through the VP and C-suite
Comfort with HR tools (our stack: Workday + Lever) and an appetite for building cleaner, more automated data foundations rather than rebuilding the same file every cycle
Working knowledge of pay regulations and practices, and a demonstrated ability to handle highly sensitive information with care
Motivated to learn, take on more, and grow alongside the function
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