Senior Director of Global Compensation, Twilio
$218-322k
Salary listed is applicable for candidates based in Colorado, Washington DC, New York, Washington State, California including the San Francisco Bay area and may vary for other locations
More information about location
Cloud communications software
Be an early applicant
Cloud communications software
1001+ employees
Be an early applicant
$218-322k
Salary listed is applicable for candidates based in Colorado, Washington DC, New York, Washington State, California including the San Francisco Bay area and may vary for other locations
More information about location
1001+ employees
Company mission
To enable innovators across every industry - from emerging leaders to the world’s largest organisations - to reinvent how companies engage with their customers.
Role
Who you are
- Bachelor’s degree or equivalent experience required with a minimum of 12+ years of compensation experience; 7+ years in a management role
- Experience with equity in a public-traded company required
- Expert compensation analytics background required; strong experience with Workday as an HRIS preferred
- Experience leading programs and strong change management experience
- Extensive knowledge of HR products and services and awareness of HR strategy around talent identification, attraction, engagement and retention
- Verbal, written and interpersonal skills needed to communicate effectively with all levels of the organization
- An owner mindset, coupled with innovative thinking and strong analytical and problem-solving skills
- A laser-focus on quality of deliverable for the end-user
- Ability to thrive in a fast-paced, dynamic environment with no trepidation with ambiguity or lack of a playbook
What the job involves
- This position is needed to be a key contributor for our emerging growth globally
- The person in this role will drive compensation programs, policies and practices and structures that enable the business and further our commitment to pay equity
- This role will report to the VP of Global Total Rewards & Mobility and will partner with the broader people team as well as external, cross-functional partners in a leadership capacity
- The Compensation Team is central to Twilio's international growth
- We work closely with the Board of Directors, Executive Team, Talent Acquisition, HRBPs, managers and employees to ensure we are building and delivering what the business needs to achieve financial and talent goals
- We lead all aspects of compensation which includes, salary, stock, executive, acquisitive growth, annual reviews, market trends, compliance, enablement and bolstering the employee value proposition for Twilio
- Own and drive corporate compensation programs such as compensation cycle reviews, promotion cycles, pay equity review, etc
- Manage relationships with stakeholders, leaders, internal and external partners with emotional intelligence, curiosity and integrity. Own compensation products from start to end with the customer in mind
- Develop policies and processes that support innovation and growth while upholding compliance and minimizing risk. Memorialize key decisions, methodologies, processes, policies and add to the compensation repository/library for future reference and utilization
- Guide and manage the work of employees, consultants and vendors related to compensation with strong leadership and empathy skills. Optimize resources (people and money) to meet highest priority items, and manage resources as if they were your own
- Be a trusted partner to stakeholders and subject matter experts from other teams and functions to address and provide solutions to ever-changing business needs; understand their operational issues and opportunities to create automated solutions to scale
- Design and deliver compensation structures and methodologies that will scale for long term durability and global expansion
Application process
- Applications for this role are intended to be accepted until 11/7/24 but may change based on business needs
Our take
Traditionally, it has been difficult for businesses to establish communications systems in-house. Twilio was founded from frustration with this expensive and cumbersome process, providing easy-to-use APIs to let businesses send and receive telephone and text communications.
From these beginnings, the company has expanded through acquisitions and product development to provide a suite of services around market data and customer engagement. It is now a market leader in this space, and has developed a customer base of more than 150,000 businesses including enterprise brands such as Deliveroo, Duolingo and Toyota.
With that said, aggressive expansion and lack of maturity in some of its products has impacted the company's efficiency, and like many of its peers it has been forced to restructure heavily to remain competitive. Coming out of this restructuring, the company will focus on profitability, streamlining decision making and R&D to put itself in good stead for future success.
Kirsty
Company Specialist at Welcome to the Jungle
Insights
Company
Funding (last 2 of 6 rounds)
Jul 2015
$130m
SERIES E
Jun 2013
$70m
SERIES D
Total funding: $250.7m
Company benefits
- Generous annual time off in all countries
- Comprehensive health programs
- Programs to help our employees plan for their retirement needs
- Generous maternity, paternity, and adoption leaves, as well as family medical care leave
- Build and present a Twilio app to earn your Twilio track jacket and receive $30 per month for e-books for continued learning and education
- Variety of snacks, drinks, and catered meals in each of our locations
- Work from home opportunities
Company values
- We are Builders: We love hard problems and believe in the indomitable power of people's ability to create a better world through ingenuity and resourcefulness. We reject the “can’t be done” and believe bold ideas and fearless iteration can resolve the most challenging problems for our customers and the world they operate in
- We are Owners: We take accountability and see things through. We take the long view, sweat the details, and think about how our work makes Twilio better every day. We recognize that we and others do our best work when we feel both empowered and accountable for outcomes
- We are Curious: We see ourselves as works in progress. We know that we don’t have all the answers, humbly seek the truth, and strive to get better every day. As individuals, as a company, and in our products, we seek continual progress over perfection and acknowledge shortcomings as a matter of fact. Progress comes not from avoiding mistakes or hard truths, but in learning from them
- We are Positrons: A positron is a positively charged electron. We are genuinely excited to serve and help others. We believe that positive energy is contagious and caring is critical. We seek to be bright spots for the people around us in every interaction, and we stand up and work for what we believe is good and right for our customers, our company, our communities, and the world at large
Company HQ
Financial District, San Francisco, CA
Articles
Leadership
Khozema Shipchandler
(CEO, not founder)Has been at the company since 2018, beginning as CFO then working as COO, President of Communications then CEO. Prior to this, spent 20 years at GE, ultimately as CCO of GE Digital.
People progressing
Joined as a Business Development Representative and promoted to Team Lead Account Representative after 2 years. After four more promotions, Gilmore now works as Senior Manager of Strategic Accounts.
Diversity, Equity & Inclusion at Twilio
- Building diverse teams: We thrive when we welcome a diversity of identities, experiences, and perspectives to the team. We know that building diverse teams requires us to dismantle barriers and address the opportunity gap, and we are driving programs to do just that.
- Creating equitable experiences: Building more diverse teams is only part of the equation. It is equally important that we promote equity within our workplace as well
- Cultivating inclusive environments: Every team member plays a role in fostering an environment that is psychologically safe and inclusive. This is a significant responsibility for our managers and leaders, who hold influence and power. Therefore, we are driving educational and engagement opportunities to activate inclusive leadership behaviors throughout the organization
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