OpenLoop is the white label telehealth platform trusted by 400+ virtual care brands. Clinicians, pharmacy, diagnostics, AI — all under your brand. Backed by Techstars.
About the role
OpenLoop is hiring a Sr. Compensation Partner to support our compensation function day to day. This is a hands-on role, owning core compensation work, from analysis through delivery, including benchmarking, job architecture, comp cycles, and modeling for groups you support. You’ll partner with People, Finance, Legal and business leaders to make sure comp decisions are data-driven, well-modeled, and easy to explain Found on 1752vc Careers, the job board for startup and VC roles.
What they're looking for
- Total rewards leadership experience owning both compensation and benefits
- Experience in a high-growth company
- A track record of building or overhauling job architecture, leveling, and salary structures
- Hands-on experience administering private-company equity
- Working knowledge of benefits and pay compliance: ERISA, ACA, COBRA, HIPAA, FLSA, and state pay transparency laws
- Strong modeling skills in Excel or Google Sheets, plus experience with compensation survey data (e.g., Radford, Mercer, Pave, or comparable)
More about this role
OpenLoop was co-founded by CEO, Dr. Jon Lensing, and COO, Christian Williams, with the vision to bring care anywhere. Our telehealth support solutions are thoughtfully designed to streamline and simplify go-to-market care delivery for companies offering meaningful virtual support to patients across an expansive array of specialties, in all 50 states.
OpenLoop is hiring a Sr. Compensation Partner to support our compensation function day to day. This is a hands-on role, owning core compensation work, from analysis through delivery, including benchmarking, job architecture, comp cycles, and modeling for groups you support. You’ll partner with People, Finance, Legal and business leaders to make sure comp decisions are data-driven, well-modeled, and easy to explain
Act as the go-to compensation partner for assigned groups, advising recruiters, people partners, and managers on offers, promotions, and pay questions.
Own market benchmarking with Radford and/or comparable survey tools for the groups you support, including pricing new, ambiguous, or non-standard roles.
Maintain and extend job architecture, including job families, leveling, and salary ranges, within the framework set by...
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