Staff Compensation Analyst

Roles and Responsibilities:

At Tenstorrent, the Staff Compensation Analyst will own the building blocks of our global total rewards engine. You will run compensation and equity review cycles, guide offer governance, strengthen the data foundation behind compensation decisions, and turn complex analysis into clear recommendations for leaders across the company. This is a high-autonomy, greenfield role for someone excited to build durable programs and processes in an AI-forward environment.

Who You Are

• An experienced compensation professional who takes ownership, works with discretion, and brings accuracy to sensitive decisions.
• A builder who is comfortable creating structure where processes and systems are still evolving.
• A clear, pragmatic communicator who can make compensation, equity, and dilution understandable to engineers, managers, and executives.
• A collaborative, AI-curious partner who works across HR, People Operations, Finance, and business leadership while protecting confidential information.

What We Need

• Own the global compensation calendar and compensation and equity review cycles, and lead complex new-hire compensation and equity decisions against internal equity and market benchmarks.
• Build a trusted compensation data foundation by auditing historical records, cleaning legacy files, and keeping data consistent across Rippling, Greenhouse, and reporting systems.
• Deliver executive-ready benchmarking, equity budgeting, dilution analysis, and other analytics that support leadership decisions.
• Bring 5+ years of global compensation analysis or equivalent analytical People/Finance experience, expert Excel or Google Sheets financial modeling skills, end-to-end ownership of at least one full compensation cycle, and experience with multi-country, multi-currency salary structures and equity vehicles.

What You Will Learn

• How to build and scale a global total rewards engine in a fast-growing, AI-forward company.
• How to run compensation and equity cycles end to end, from planning and governance through executive communication.
• How to turn benchmarking, internal equity, and dilution analysis into decisions leaders can act on.
• How to improve the systems, data structures, and partnerships that make compensation programs consistent and trusted.