Sr. Manager, Compensation Analytics & Intelligence

Basics

First Name, Last Name, Email, Phone, Resume/CV, Cover Letter, Location

Short answers (4)

• Preferred First Name
• LinkedIn Profile optional
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• How did you hear about this job? optional

Pick from a list (5)

• Are you legally authorized to work in the country in which you are applying?
• Do you now or will you in the future need sponsorship for employment visa status in the country in which you are applying?
• Do you currently or have you previously worked for Databricks in the past?
• Please confirm whether any of the below applies to you. Select all that apply. Note: This information will only be used to ensure compliance with U.S. sanctions and export controls.
• If you selected a response to the prior question other than “none of the above,” please confirm whether any of the following also applies to you. Select all that apply.

Written answers (3)

• Tell us about a complex dataset or operational challenge (such as a global pay-equity audit, an equity pool modeling exercise, or a comprehensive market-pricing refresh) where you built a custom tool, model, or automated workflow to extract insights and drive a major compensation decision. In your response, please walk us through: 1. The specific tools, databases, or technologies you used to build this solution (e.g., advanced Excel/gSheets, SQL, Python, Tableau, or AI-assisted workflows) and why you chose them. 2. How you designed the data structure to ensure scalability, and the specific safeguards you implemented to protect data privacy, governance, and sensitive employee information. 3. How you translated the raw outputs of your model into a clear narrative that successfully convinced leadership to take action.
• Tell us about a time when a standard, "by-the-book" compensation framework or industry benchmark simply did not fit the unique business reality of a specific team, region, or high-stakes talent situation. How did you use first-principles reasoning to design a custom solution? In your response, please address: 1. The conflict between the standard comp framework (e.g., rigid pay bands, standard equity guidelines, or geographic differentials) and the pragmatic needs of the business. 2. The specific data and core business logic you used to build a new, rational solution from scratch rather than just falling back on standard practices. 3. How you balanced this custom solution with the need to maintain overall consistency, fairness, and cost control across the wider organization.
• Describe a time when you designed and rolled out a new compensation tool, dashboard, or analytical framework (e.g., a real-time equity model, a revamped merit cycle tracker, or automated pay-equity reporting) that had to scale across the organization while navigating competing priorities from Finance or senior leadership. In your response, please walk us through: 1. How you architected the tool or framework to ensure it solved immediate operational bottlenecks while anticipating future system growth, data flows, and team expansion. 2. The specific technical, system, or process integrations (connecting HRIS, compensation tools, finance systems, etc.) you had to orchestrate to make the delivery seamless. 3. How you navigated different opinions or pushback from key stakeholders (especially Finance or senior leadership) to earn their trust and secure final alignment on your recommendation.