Senior Global Rewards Analyst
This is the employer's own posting, not a copy on a job board.
What we know
Is it still open?
Confirmed still open
Last checked 1d ago — checked against the employer's own applicant tracking system, which is the company answering directly.
We re-read the employer's own applicant tracking system and the posting was still there. That is the company answering directly.
How old is it?
Posted 6d ago
The date the source published, not the day we noticed it (2026-09-25). Last seen at its source just now.
We have tracked this listing since 26 Sep 2026 (6 days). The employer's own board has carried it every time we have read it, most recently just now.
Is it remote?
Marked remote on the employer's board
Their board carries a remote setting on this posting — a field they filled in, not wording we read. The location field names somewhere specific, which is usually where the team or the entity sits.
Who may apply?
United States
The description agrees: it names United States.
What the ad says
…Location: Seattle (hybrid) or US Remote Your Daily Adventures Will Inc…
Pay
$140k–155k/yr
Read out of the job description by us, not from a structured field. Shown in the posting's own currency and period; we never convert.
Skills named in the ad
Recognised terms only, from a fixed vocabulary — this is what CV matching compares against.
Carried by 1 source
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lever employer's own board first seen 6d ago · last seen just now
The listing
About The Team
The People & Places Team builds the systems and experiences that make Outreach a place where talent wants to stay and grow. Whether you're designing the frameworks that keep us competitive, or shaping the day-to-day moments that define our culture, your work directly shapes how it feels to build a career here.
The Role
Reporting to the Director, Total Rewards & People Operations, we're looking for a Senior Global Rewards Analyst to own compensation and equity programs across our global workforce: from market pricing and job leveling to merit, bonus, and equity administration. This role blends deep technical analysis with end-to-end program ownership, turning market data and compensation strategy into pay practices that are competitive, equitable, and compliant across every region we operate in. As Outreach continues to scale internationally, rewards decisions increasingly shape how we attract and retain talent everywhere we hire.
Success in this role means leaders and employees can trust that pay decisions are fair, well-informed, and consistent: reflected in strong retention and a rewards program that scales cleanly as Outreach grows globally, with processes that hold up to scrutiny in every market we operate in.
Location: Seattle (hybrid) or US Remote
Your Daily Adventures Will Include
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Designing and governing global rewards programs: developing, implementing, and administering compensation and equity policies, programs, and the job architecture behind them
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Pricing the market: determining market rates for jobs, managing survey participation and benchmark vendor relationships, and maintaining our global band structure as the organization broadens into new roles and geographies
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Running annual cycles: administering merit, promotion, bonus, and equity grant programs end to end, including eligibility, system testing, and partnering with Finance on budgeting
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Partner to the business: evaluating new jobs, promotions, offers, and reclassifications, and partnering with Recruiting and People Business Partners in forming and delivering recommendations
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Keeping us compliant: staying current on pay regulations, including FLSA, EEOC, pay transparency, and pay data reporting obligations
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Turning data into insight: building analyses and reporting from HRIS, payroll, and survey data on pay equity, competitiveness, and retention, and delivering ad hoc requests for the People team, executives, and the Board
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Communicating and educating on rewards: designing and reward communications and education that drive understanding of the value of our rewards programs within our employee and manager populations
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Continuous improvement and innovation: moving the needle on making our reward processes and programs more efficient, using the tools at your disposal, including AI, to transform reward delivery
Our Vision Of You
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5+ years in compensation or total rewards at a high-growth company where you owned real scope rather than one slice of a large center of excellence; you're scrappy, enterprising, and comfortable without a lot of infrastructure around you
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You've run annual merit cycles and equity refresh grants yourself, from design through communication and delivery
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Hands-on experience evaluating and matching roles to survey data, constructing and maintaining salary ranges, and defending the methodology behind both
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Expert-level Excel skills, with a track record of building and maintaining complex models for range analysis, cost scenarios, and cycle planning
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Comfortable interfacing with and influencing Recruiting, People Business Partners, Finance, and business leaders up through the VP and C-suite
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Comfort with HR tools (our stack: Workday + Lever) and an appetite for building cleaner, more automated data foundations rather than rebuilding the same file every cycle
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Working knowledge of pay regulations and practices, and a demonstrated ability to handle highly sensitive information with care
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Motivated to learn, take on more, and grow alongside the function
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