The posting, in Watershed's own words
archived Oct 28, 2026About Watershed
Watershed is the enterprise sustainability platform. Companies like Airbnb, Carlyle Group, FedEx, Visa, and Dr. Martens use Watershed to manage climate and ESG data, produce audit-ready metrics for voluntary and regulatory reporting including CSRD, and drive real decarbonization. We are looking for team members who love product-building, want to work hard at a mission-oriented startup, and will collaborate with us in shaping the culture of a growing team. We have offices in San Francisco, New York, Denver, London, Paris, Berlin, Sydney, Mexico City, and remote team members across the US and Europe. We hope that you'll be interested in joining us!
The role
You’ll lead Watershed’s global compensation program. You’ll be our sole dedicated compensation team member, taking ownership of an established, increasingly complex program across the U.S., EMEA, Australia, and Mexico City. This is a hands-on individual contributor role reporting to our Head of People: you’ll build and check the models, validate market benchmarks, run compensation planning, and help employees understand their pay. You’ll bring sound judgment to decisions that balance competitiveness, performance, and financial discipline. Reporting to the Head of People, you’ll partner closely with Finance, People Business Partners, Recruiting, People Operations, and business leaders. You’ll help shape compensation strategy through analysis and recommendations to the Head of People and founders. You’ll independently own execution of our programs including budgeting, planning, education and rollout. A major focus will be our compensation tools and planning workflows. You’ll help us move away from manual work toward reliable data, well-tested systems, and a better experience for employees as well as the people making and communicating compensation outcomes.
Read the full posting ↓
You will
Own and evolve compensation planning and tools. Lead the development and continuous improvement of planning tools, models, and workflows to strengthen reliability, usability, and efficiency. Identify opportunities to build new capabilities, reduce manual work, and recommend tools and process improvements that support the company’s evolving compensation needs. Run compensation cycles end to end. Manage timelines, eligibility, cash and equity modeling, budget tracking, approvals, data validation, and final handoffs. Partner with Finance and People Operations to ensure approved decisions are implemented accurately and on time. Lead global benchmarking. Validate market data and job matches, manage survey participation, and maintain compensation ranges across functions and geographies. Bring judgment to imperfect data, document assumptions, and flag where our benchmarks no longer reflect the talent markets we compete in. Build compensation understanding. Help employees understand their compensation and equity, equip managers to communicate decisions, and enable recruiters to explain our programs to candidates. Develop practical guides, FAQs, training, and cycle communications, and help deliver education across time zones. Be the compensation expert for business partners. Advise Recruiting, People Business Partners, and leaders on offers, promotions, role changes, and compensation questions. Make clear, data-backed recommendations and explain the trade-offs. Keep data and processes dependable. Maintain accurate compensation records, documented decision rules, and appropriate checks and access controls. Improve reporting and reduce recurring manual work using approved automation and AI, with careful protection of employee information and verification of outputs. Execute executive compensation programs. Prepare analyses and models, coordinate approvals, and carry approved executive compensation decisions through implementation in partnership with the Head of People, founders, Finance, and Legal. Coordinate across global and functional partners. Work with Finance, Legal, People Operations, and Revenue Operations on local requirements, compensation data, and implementation. Benefits and sales incentive design are owned elsewhere.