Lead Compensation Business Partner

About the Role Come join us on our mission to build cultures where employees and companies thrive. As a senior member of our People team, you’ll shape compensation strategies that help Lattice attract, reward, and retain top talent. Reporting to the VP of Talent Development, the Lead Compensation Partner will own Lattice’s compensation function end to end. As our sole compensation leader, you’ll set the direction for our global programs, lead our bi-annual compensation cycles, lead executive compensation and Compensation Committee work, maintain our pay structures, and advise senior leaders on complex and precedent-setting decisions. This role sits within the Talent Development team, creating a unique opportunity to connect compensation with performance, development, DEIB, and people analytics. You’ll also have the opportunity to partner directly with Product, Engineering, and Design to bring practitioner expertise into the development of Lattice’s compensation product. We’re looking for someone with deep executive and broad-based compensation expertise who can turn analysis into clear recommendations, build scalable governance, and raise the compensation judgment of the people around them. You’ll operate with significant autonomy and lead through expertise and influence across the organization. What You Will Do

Partner with senior leadership, People Partners, and people managers to provide clear, data-driven guidance on compensation strategy, market positioning, program effectiveness, and complex pay decisions Own the planning and execution of bi-annual compensation cycles for employees, including market analysis, budget modeling, manager guidance, calibration, executive recommendations, communications, and follow-through Lead executive compensation and equity analysis, translating market data, company performance, internal equity, retention considerations, and governance requirements into clear recommendations Drive quarterly Compensation Committee preparation and execution, including analysis, decision materials, stakeholder alignment, equity recommendations, and follow-through Establish and maintain principles, decision frameworks, and governance for offers, equity grants, promotions, retention actions and other precedent-setting compensation decisions Guide and challenge People Partners, Talent Acquisition, and hiring managers on compensation decisions, helping them navigate tradeoffs and apply Lattice’s compensation philosophy consistently Partner with Finance, Legal, and People Operations to strengthen the systems, processes, controls, and operating rhythms that support our compensation programs Leverage AI and automation to improve compensation workflows, reporting, and analysis, reducing manual work, increasing accuracy, and scaling the function Serve as a trusted advisor to Product, Engineering, and Design, bringing practitioner expertise and customer insight into the development of Lattice’s compensation product Lead cash and equity modeling, benchmarking, and reporting to inform compensation strategy, workforce planning, pay equity, and retention decisions Connect compensation with performance, development, DEIB, and people analytics to identify risks, improve outcomes, and strengthen Lattice’s broader talent strategy Maintain strong governance over compensation data, structures, processes, and documentation to ensure consistency, auditability, and operational excellence

What You Will Bring to the Table

8–10+ years of progressive compensation experience, including ownership of complex programs in a dynamic or high-growth environment Deep expertise across broad-based and executive compensation, equity strategy, market benchmarking, job architecture, and