Director of Compensation, Transcarent

• 8+ years of progressive experience in compensation, with at least 3 years in a leadership role
• Demonstrated ability to operate effectively in a fast-moving startup environment, balancing speed, flexibility, and execution while navigating evolving priorities
• Deep expertise in compensation design, analysis, benchmarking, and compliance
• Experience designing and managing compensation programs for high-growth or technology-driven companies
• Demonstrated ability to lead compensation cycles, market benchmarking, and job architecture work
• Strong analytical skills with advanced proficiency in Excel/Sheets; experience using market pricing tools (e.g., Radford, Mercer, Culpepper)
• Ability to influence at all levels, including executives, through data, storytelling, and credibility
• High level of integrity, discretion, and judgment
• We are looking for teammates to join us in building our company, culture, and Member experience who:
• Put people first, and make decisions with the Member’s best interests in mind
• Are active learners, constantly looking to improve and grow
• Are driven by our mission to measurably improve health and care each day
• Bring the energy needed to transform health and care, and move and adapt rapidly
• Are laser focused on delivering results for Members, and proactively problem solving to get there
• Research shows that candidates from underrepresented backgrounds often don’t apply unless they meet 100% of the job criteria. While we have worked to consolidate the minimum qualifications for each role, we aren’t looking for someone who checks each box on a page; we’re looking for active learners and people who care about disrupting the current health and care with their unique experiences

Desirable

• The Director, Compensation will serve as Transcarent’s strategic leader for compensation philosophy, design, governance, and execution
• This role will ensure that our total rewards programs support organizational goals, drive high performance, reinforce culture, and help attract and retain top talent across clinical, technical, commercial, and operational teams
• You will partner closely with People, Finance, and Executive Leadership to shape our compensation strategy in alignment with our growth stage, culture, and commitment to fairness and transparency. This role requires a blend of strategic thinking, analytical rigor, and hands-on execution
• Develop and evolve Transcarent’s enterprise-wide compensation philosophy, ensuring competitiveness, equity, and alignment with business objectives
• Lead market benchmarking efforts and maintain compensation structures, salary ranges, and job architecture frameworks
• Create and implement compensation policies, governance frameworks, and scalable processes for a rapidly growing organization
• Serve as an advisor to executive leadership on compensation strategy, competitive trends, and emerging issues
• Manage design, modeling, and administration of annual compensation cycles including merit, promotions, and incentive programs
• Partner with Finance on annual budgeting and forecasting for compensation-related investments
• Own development and refinement of short-term incentive and sales commission programs, ensuring transparency and alignment with company goals
• Support equity program strategy in partnership with Legal and Finance, including grant guidelines and employee education
• Provide deep analytical insights and recommendations using market data, internal benchmarks, and modeling
• Ensure compliance with federal, state, and local regulations, including pay transparency, FLSA, and other applicable laws
• Lead pay equity analyses and partner with leaders to promote fair and consistent compensation decisions
• Act as a strategic consultant to HR Business Partners, Talent Acquisition, and business leaders on compensation decisions
• Educate managers and employees on compensation philosophy, processes, and tools to drive understanding and trust
• Collaborate with Talent Acquisition to shape competitive, fair offers and hiring practices
• Partner with People Operations to enhance compensation systems, tools, and reporting capabilities
• Drive process improvements that enhance data accuracy, scalability, and user experience
• Manage relationships with compensation survey vendors and external consultants