About This Role

Strava is the leading digital community for active people with more than 125 million athletes, in more than 190 countries. The platform offers a comprehensive view of your active lifestyle, no matter where you live, which sport you love and/or what device you use. Everyone belongs on Strava when they are pursuing an active life.

Reporting to the Director of People Ops and Workplace and in collaboration with the Chief People Officer, you will apply our overall global compensation strategy – upholding our values through transparent, equal pay practices, and ensuring that we optimize our headcount investments over time. Collaborate on our compensation philosophy, manage salary benchmarks, set salary ranges, coordinate compensation cycles, and regularly analyze pay equity. In addition, you will provide ongoing data analysis and insights that support important company wide processes such as workforce planning and budgeting.

This is a highly cross functional role and in addition to the leaders listed above, key partners will be your people ops teammates, people business partners, the talent team, finance team, and senior leaders across Strava.

Strava is committed to antiracism and deeply invested in diversity, equity and inclusion. How we compensate our team is a fundamental expression of these commitments. Therefore it is critical that whomever assumes this role shares our passion for these values and is ready to bring their compensation expertise to further the work toward these objectives.

This position is in San Francisco. Strava operates as a hybrid workforce, and we expect our teammates to work in-office together more than half of the time.

Please see compensation and benefits details, here.

The most important responsibilities are:

  • Maintain our salary ranges and ensure they reflect competitive market data and effectively apply our compensation philosophy
  • Publish and maintain compensation toolkits for use by our talent team, business partners and people leaders to support the overall talent acquisition process
  • Significantly contribute to our compensation cycles such as merit and promotion
  • Take the lead in “demystifying compensation” for our managers and employees: conduct and build trainings and ensure that people have the tools to understand how Strava pays its team and how we uphold the integrity of our pay practices
  • Prepare regular and ad hoc compensation analyses and reports for Strava’s Board of Directors and Compensation Committee
  • Conduct regular pay equity analyses and present the results, evaluating and recommending any adjustments
  • Lead the end-to-end processes for our salary benchmark studies with Radford, Open Comp, and other compensation partners
  • Ensure data integrity of salary ranges and other compensation-related data in our HRIS (Workday)
  • Participate as a member of the broader People Ops team and the overall People Team to collaborate on total rewards, broader policies and practices, and initiatives that will strengthen our employee value prop and our culture overall

Experience required:

  • 8+ years in compensation, and/or people analytics and insights (experience can be a combination of people analytics / ops roles - provided that you have expert-level understanding of compensation mechanics and practices)
  • Fluency with our HR tech stack and benchmarking services: Workday, Open Comp, Radford, Sequoia Comp OS, Syndio PayEQ
  • Extremely data-driven with a passion for delivering valuable insights that can be translated into action
  • Superb communication skills and the ability to convey complex subjects effectively so that non-specialists can understand
  • In addition, you’ll be successful in this role by being deeply curious, values driven, adaptable, accountable, compassionate, and motivated to help the world be more active

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