Head of Compensation

Location: This is an onsite role based at Nextiva’s Scottsdale headquarters (9451 E. Via de Ventura, Scottsdale, AZ 85256). Working together onsite strengthens how we operate, enabling faster decisions, clearer communication, and stronger execution, so you can make a greater impact and move work forward with speed and clarity. 

In-Office Expectation: This role is expected to work onsite four days per week. Specific scheduling and flexibility will be guided by your leader to support both team collaboration and individual productivity. 

Nextiva is seeking a Head of Compensation to lead the strategy, design, and execution of our compensation programs. In this role, you will shape how we attract, motivate, and retain exceptional talent through competitive, equitable, and scalable compensation practices aligned with our business objectives.

Reporting to the Chief People Officer, you will serve as a trusted advisor to executive leadership and partner closely with Finance, People leaders, and business stakeholders. This highly visible role requires both strategic leadership and hands-on execution. With one direct report supporting general compensation, you will personally own the work end to end, from conducting analyses and building models to preparing presentations, periodically presenting recommendations to senior leaders, and regularly attending Compensation Committee meetings in a staff support role to the Chief People Officer, who serves as the primary Committee liaison.

As a key member of the People leadership team, you will help advance Nextiva's compensation function and broader Total Rewards strategy. You will also lead the modernization of our compensation function through AI and automation, ensuring our programs are data-driven, efficient, fair, and ready for the future of work.

What You'll Do

• Lead compensation strategy: Develop and execute competitive, equitable, and scalable compensation programs aligned with business and talent priorities, balancing market competitiveness with cost and financial impact.
• Design compensation programs: Oversee base pay, salary structures, short- and long-term incentives, equity, and annual compensation planning processes.
• Drive executive compensation: Support the Chief People Officer on executive compensation strategy, equity awards, stock options, and incentive plans.
• Own executive and Committee deliverables: Personally conduct analyses, build financial models, prepare executive presentations and Compensation Committee materials, periodically present recommendations to senior leaders, and regularly attend Compensation Committee meetings in support of the Chief People Officer.
• Partner across the business: Collaborate with Finance, Sales Operations, HR Business Partners, HR country leaders, and business leaders to align compensation programs with organizational goals and performance.
• Support sales compensation: Evaluate and enhance sales incentive programs that reinforce business objectives and drive results.
• Leverage market insights: Lead benchmarking and market pricing, including for global locations in partnership with HR country leaders, and use compensation analytics and financial modeling to assess competitiveness, maintain internal equity, and guide decisions.
• Drive operational excellence: Improve compensation processes, tools, reporting, and compliance to increase efficiency, accuracy, and scalability.
• Lead AI-enabled compensation transformation: Champion the adoption of AI and automation across the compensation lifecycle, including market pricing, job leveling, merit and bonus modeling, pay equity analysis, and offer recommendations, to increase speed, accuracy, and insight.
• Govern responsible AI use: Establish guardrails, data governance, and human-in-the-loop review for AI-driven compensation tools, partnering with Legal, People Analytics, and IT to ensure fairness, transparency, explainability, and compliance with pay transparency and emerging AI regulations.
• Evolve pay for an AI-driven workforce: Assess how AI is reshaping roles, skills, and talent markets, and adapt job architecture, skills-based pay approaches, and market premiums for AI and other high-demand technical talent.
• Enable data-driven pay decisions: Deploy AI-powered analytics, dashboards, and manager tools that deliver clear, timely guidance on pay decisions and help employees understand their total rewards.
• Lead and develop talent: Manage, coach, and develop one direct report supporting general compensation while fostering accountability, collaboration, and continuous improvement.
• Advance Total Rewards: Contribute to broader People leadership initiatives and the continued evolution of Nextiva's Total Rewards strategy.

What You'll Bring

• Bachelor's degree in Business, Human Resources, Finance, or a related field, or equivalent professional experience.
• Approximately 10–12 years of progressive compensation experience in the technology industry, including leadership of compensation strategy, program design, and execution. Demonstrated capabilities are valued over a specific number of years.
• Deep expertise in base pay, incentive compensation, and equity, including executive compensation and short- and long-term incentive programs.
• Experience preparing and periodically presenting Compensation Committee and executive materials, regularly attending Committee meetings in a staff support capacity, and advising senior leadership on compensation matters.
• Strong financial and analytical skills, including advanced Excel, financial modeling, compensation benchmarking, and market data analysis, with exposure to global market pricing.
• Strong business acumen, with a solid understanding of how a technology business operates, including revenue drivers, operating budgets, and P&L impact, and the ability to connect compensation decisions to workforce costs, financial performance, and company strategy.
• Demonstrated experience applying AI, automation, or advanced analytics to compensation processes such as market pricing, compensation planning, pay equity, or forecasting, with the judgment to validate outputs and mitigate bias.
• Working knowledge of pay transparency, pay equity, and emerging regulations governing the use of AI and automated decision-making in employment.
• Ability to balance strategic thinking with hands-on execution (including building your own analyses, models, and presentations), independently lead complex initiatives, and deliver results in a dynamic environment.
• Exceptional communication, executive presentation, and influencing skills, with the ability to translate complex data into clear business recommendations.
• Proven success partnering with Finance, HR, and senior business leaders to align compensation programs with business objectives.
• Experience managing and developing compensation professionals, with comfort leading a lean team while serving as a hands-on individual contributor.
• Collaborative, adaptable, and detail-oriented leadership style, with strong business judgment and a continuous improvement mindset.

Preferred Qualifications

• Experience with compensation benchmarking platforms such as Pave, Radford, or similar tools.
• Experience supporting sales compensation programs or sales-driven organizations.
• Experience with private- or public-company equity programs, including stock options and valuation considerations.
• SaaS experience strongly preferred, including building or transforming compensation programs in high-growth environments.
• Hands-on experience implementing AI-enabled compensation or HR technology platforms and building generative AI workflows to streamline analysis, modeling, and communication.
• Familiarity with skills-based job architecture and market pricing for AI, machine learning, and other emerging technical roles.

Nextiva DNA (Core Competencies)

Nextiva’s most successful team members share common traits and behaviors:

• Drives Results: Action-oriented problem solvers who quickly bring clarity and simplicity to ambiguity, challenge the status quo, and lead meaningful change; celebrating wins to fuel momentum. They act swiftly and pragmatically, learning and improving as they go.
• Critical Thinker: Data-driven, forward-thinking individuals who identify key drivers, anticipate risks, and deliver clear recommendations. They confidently leverage AI and automation to reduce friction, improve decision-making, and focus on higher-value work.
• Right Attitude: Collaborative, competitive, and resilient team players who jump in to solve tough problems, learn from setbacks, and foster a culture of service, respect, and care for customers and teammates.

Total Rewards

Our Total Rewards offerings are designed to allow Nexties to take care of themselves and their families so they can be their best, in and out of the office. 

Our compensation packages are tailored to each role and candidate's qualifications. We consider a wide range of factors, including skills, experience, training, and certifications, when determining compensation. We aim to offer competitive salaries or wages that reflect the value you bring to our team. Depending on the position, compensation may include base salary and/or hourly wages, incentives, or bonuses. 

• 🍏 Health: Multiple health plan options to suit your needs, including medical, dental, vision, and telemedicine coverage 
• 💼 Insurance: Life, disability, and supplemental indemnity plans 
• ⚖️ Work-Life Balance: Flexible Time Off for salaried employees, PTO for hourly employees, Paid Sick Time, Paid Parental Bonding Leave, and holiday pay
• 💰 Financial Security: 401(k) with company match, Health Savings Accounts with company contributions, Dependent Care FSA 
• 🤸‍ Wellness: Employee Assistance Program (EAP) and comprehensive wellness initiatives 
• 🌱 Growth: Access to ongoing learning and development opportunities and career advancement 

At Nextiva, we're committed to supporting our employees' health, well-being, and professional growth. Join us and build a rewarding career!  

Nextiva is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. We prohibit discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. Nextiva participates in the E-Verify Program where and as required by law. For additional information about E-Verify visit USCIS. 

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