Compensation & People Analytics, Neuralink

• 4+ years of experience in People Operations, Compensation, HR Analytics, or a related field
• Proven experience managing or contributing to compensation programs
• Advanced Excel / Google Sheets skills (e.g., modeling, combining and cleaning datasets, nested IF statements, pivot tables, conditional formatting)
• Familiarity with compensation benchmarking tools (e.g., Radford) and equity systems (e.g., Shareworks)
• Strong analytical and problem-solving skills; able to draw insights from complex data sets

Desirable

• We are looking for a strategic and analytical People Operations professional to join the Neuralink team.
• This role will be focused on building and managing our compensation and equity programs, providing actionable insights that shape our growth, and supporting the team via other various People Operations needs
• This position sits at the intersection of people, data, and business strategy – balancing analytical rigor with a broad understanding of other areas in the People Operations space
• Support key compensation programs, including maintaining internal equity tools, coordinating refresh grant cycles, and preparing total compensation statements
• Conduct market benchmarking using compensation data sources (e.g., Radford) to help inform offer decisions and compensation strategy
• Perform audits and maintain records to ensure accuracy across equity, HRIS, and compensation systems; partner with Legal and Finance as needed to resolve discrepancies
• Support People decisions around hiring, promotions, and org planning by providing data-driven input on compensation, leveling, and internal consistency
• Assist in compensation planning during performance review cycles—helping with budget tracking, template prep, and cross-functional coordination
• Help identify process gaps or inefficiencies in day-to-day People Operations workflows and suggest improvements to increase clarity, speed, or scale
• Collaborate cross-functionally with HRBPs, recruiting, legal, and finance teams to ensure alignment across People programs and processes
• Step in where needed across core People Operations functions—whether it's refining internal processes, building documentation, or troubleshooting HRIS issues