About Pantheon Pantheon is the WebOps platform powering over 700,000 websites and 17 billion monthly pageviews for brands like Tableau, Uber, Okta, and Home Depot. We unify web infrastructure, workflows, and governance for WordPress, Drupal, and Next.js — enabling developers, marketers, and IT teams to build, iterate, and launch with confidence. Backed by $200M in funding and valued at over $1B, we're scaling fast and looking for sharp financial minds to help us get there. The Role As Director of Strategic Finance for GTM, you'll be the embedded financial partner for Pantheon's entire go-to-market engine — Marketing, Sales (AEs and BDRs), and Post-Sales (Customer Success, Support, and Professional Services). You'll sit at the intersection of business strategy and financial rigor, translating operational complexity into clear financial models, actionable insights, and well-reasoned recommendations that drive revenue growth and efficient scaling. Reporting directly to the CFO, this is a high-visibility, high-impact role. You'll work directly with GTM leaders to shape strategy, own the financial planning process across the customer lifecycle, and build the frameworks that help Pantheon invest wisely as we grow. What You'll Do Strategic Financial Partnership - Serve as the primary finance business partner for Marketing, Sales, and Post-Sales leadership, building trusted relationships that make you a go-to thought partner — not just a reporter of numbers - Translate GTM strategy into financial plans, headcount models, and investment frameworks that align resources to revenue outcomes - Provide analytical support for key strategic decisions, including go-to-market investments, pricing, packaging, capacity planning, and channel mix Planning & Forecasting - Own the annual planning and quarterly forecasting processes for all GTM functions, including revenue, headcount, and operating expense - Partner with Revenue Operations on sales capacity and productivity models — driving financial rigor and accountability while RevOps owns the operational mechanics of territory planning, BDR/AE hiring, and quota setting - Own usage-based revenue modeling, translating product consumption patterns into forward-looking revenue forecasts and informing pricing and packaging decisions Marketing Finance - Serve as the dedicated finance partner for the Marketing organization, owning budget management, monthly actuals review, and reforecasting across all marketing spend - Build and maintain Marketing efficiency models — tracking CAC by channel, demand gen ROI, pipeline contribution, and spend-to-pipeline ratios to inform investment decisions - Partner with Marketing leadership on annual planning, including headcount, program spend, and event budgets, ensuring Marketing investments are tied to measurable pipeline and revenue outcomes - Evaluate new marketing investments and campaigns with a rigorous cost-benefit lens, and provide ongoing performance reporting to drive accountability - Design and deliver executive-ready reporting on GTM performance — ARR, pipeline coverage, CAC, LTV, payback periods, NRR, logo retention, and contribution margin by segment and channel - Identify trends, risks, and opportunities in the business and proactively surface them to leadership with a clear point of view - Build and maintain dashboards in partnership with Revenue Operations and Data/Analytics teams Sales Compensation - Own the end-to-end sales compensation process for AEs, BDRs, and CSMs — including plan design (building plans competitive, financially sustainable, and tightly aligned to Pantheon's revenue objectives and GTM motion), financial modeling, and automation of day-to-day administration - Model the financial impact of comp plan changes, quota adjustments, and accelerator structures, ensuring plans are both motivating and within budget guardrails - Partner closely with Revenue Operations and HR as core stakeholders in the comp process ensuring seamless execution across all three functions - Build a scalable process to address comp-related questions from the field, ensuring transparency and timely resolution Post-Sales Finance - Partner with CSM, Support, and Professional Services leaders on capacity planning, resource allocation, and cost-to-serve modeling - Track and improve unit economics for the post-sales organization, including gross margin per customer cohort and efficiency of expansion motions - Support pricing and packaging decisions for Professional Services engagements Cross-Functional Leadership - Act as a bridge between Finance and GTM, ensuring operational plans are financially grounded and financial targets are operationally achievable - Drive alignment across Sales, Marketing, and Post-Sales on shared revenue metrics and accountability frameworks - Partner with Finance leadership to continuously improve planning processes, tooling, and analytical frameworks across the GTM org What We're Looking For Required - 8+ years of progressive finance experience, with at least 3+ years in a strategic finance or FP&A business partner role supporting GTM functions - Deep experience in SaaS or subscription-based business models, with strong command of SaaS metrics (ARR, NRR, CAC, LTV, churn, payback period) - Expert financial modeling skills — you can build and stress-test a complex revenue or headcount model from scratch - Experience partnering with Sales, Marketing, and/or Customer Success leaders at a B2B SaaS company - Ability to communicate financial concepts clearly to non-finance audiences - Strong analytical instincts: you know when to go deep into data and when to synthesize up to the "so what" - Leans into leveraging AI and proficiency with Salesforce (pipeline and revenue data), Looker or Tableau (reporting and dashboards), and NetSuite (GL and actuals) Preferred - Experience at a high-growth B2B SaaS company ($50M–$200M+ ARR range) - Exposure to developer-focused, platform, or infrastructure software businesses - Prior experience in investment banking, venture capital, or management consulting - Experience supporting a global or multi-segment GTM motion (SMB, Mid-Market, Enterprise) What We Offer We have all the usual perks and benefits but what we can really offer you is a fantastic work environment powered by an amazing team. - Industry competitive compensation and equity plan - Flexible time off, sick days, and 13 paid holidays - Comprehensive medical insurance including Health, Dental and Vision - Paid parental leave (plus fertility, adoption and other family planning benefits) - In-office workspace (San Francisco) and (Chicago) - Monthly allowance for wellness, reading and access to LinkedIn Learning for continued development - Events and activities both team-based and company wide that inspire, educate and cultivate The base salary range for this role is $161,000-201,000 USD This position also offers a performance bonus dependent on company performance. Our salary ranges are determined by role, level, and location. Pantheon is an equal opportunity employer and we welcome applications from all backgrounds regardless of race, color, religion, sex, national origin, ancestry, age, marital status, sexual orientation, gender identity, veteran status, disability, or any other classification protected by law. Pantheon complies with federal and local disability laws and makes reasonable accommodations for applicants and employees with disabilities. If you need a reasonable accommodation due to a disability for any part of the interview process, please contact talent@pantheon.io. Pursuant to local and federal regulations, Pantheon will consider qualified applicants with arrest and conviction records for employment. After an offer is made and accepted, E-verify will be utilized to establish your identity and employment eligibility as required by the U.S. Department of Homeland Security. To review the Employee and Applicant's Privacy Policy, click here. Visa Sponsorship is not available at this time. #LI-Remote

Company Description R26_0007277 The Associate Director, Strategy & Corporate Development, will play a critical role supporting NIQ’s growth agenda, working across mergers and acquisitions, strategic initiatives, and executive level projects. This role is ideal for a high performing professional with 5–10 years of experience who can both support and independently drive deal processes or broader strategy and transformation efforts. The role partners closely with senior leaders across Strategy, Finance, Product/Technology, and Business Units, and offers exposure to executive leadership and board‑level decision making. This is meant to be an entry point for the Strategy and Corporate Development team, with the potential to move up to a more senior role on the team or roll into one of NIQ’s business units. This is a remote position for anyone currently living in the Unites States. Job Description Corporate Development & M&A - Support and lead end to end M&A execution, including: - Target screening and prioritization - Financial modeling and valuation - Commercial and operational due diligence - Deal structuring and transaction execution - Vendor coordination and overall process management - Coordinate and drive cross functional diligence teams (Finance, Legal, Product, Tech, HR) - Support integration planning and setting the team up for success - Own valuation workstreams and assist finance team with financial model creation - Assist in managing external advisors (bankers, consultants, legal) Strategy & Growth Initiatives - Support enterprise and business unit strategy projects, including: - Market and competitive analysis - Growth opportunity assessment - Strategic planning and prioritization - Help drive the three year planning process - Comfortable operating at all altitudes — from high-level strategy with executives to digging into details alongside ICs - Thrive in fast-paced, high-autonomy environments with evolving priorities - Proficiency with modern AI tools and workflows - or the curiosity and initiative to learn and apply them independently - Develop clear, executive ready materials for leadership and board discussions - Partner with business leaders to translate strategy into actionable plans Qualifications - 5–10 years of experience in one or more of: - Corporate Development - Management Consulting - Investment Banking - Strategy or Corporate Finance roles - Experience driving or supporting M&A processes - Strong analytical and financial modeling skills - Experience structuring clear, concise executive‑level presentations - Ability to manage multiple workstreams in a fast‑moving environment - Strong judgment, ownership mindset, and comfort working with senior leaders - Comfortable operating at all altitudes - from high-level strategy with executives to digging into details alongside ICs - Thrive in fast-paced, high-autonomy environments with evolving priorities - Proficiency with modern AI tools and workflows - or the curiosity and initiative to learn and apply them independently Additional Information This role has a market-competitive salary with an anticipated base compensation of the following range: $160,000 - $190,000. Actual salaries will vary depending on a candidate’s experience, qualifications, skills, and location. This role might also be eligible for a sales-based incentive or performance-based bonus. Other benefits include flexible working environment, comprehensive health insurance, industry-leading parental leave, life insurance, education support and more.  - Comprehensive healthcare plan (medical, Rx, dental, and vision). - Flexible spending accounts and a Health Savings Account (including company contributions). - Life and AD&D insurance. - 401(k) retirement plan including company matching contributions. - Disability insurance. - Tuition Reimbursement. - Discretionary paid time off program and 11 paid holidays. Our Benefits - Flexible working environment - Volunteer time off - LinkedIn Learning - Employee-Assistance-Program (EAP) NIQ may utilize artificial intelligence (AI) tools at various stages of the recruitment process, including résumé screening, candidate assessments, interview scheduling, job matching, communication support, and certain administrative tasks that help streamline workflows. These tools are intended to improve efficiency and support fair and consistent evaluation based on job-related criteria. All use of AI is governed by NIQ’s principles of fairness, transparency, human oversight, and inclusion. Final hiring decisions are made exclusively by humans. NIQ regularly reviews its AI tools to help mitigate bias and ensure compliance with applicable laws and regulations. If you have questions, require accommodations, or wish to request human review were permitted by law, please contact your local HR representative. For more information, please visit NIQ’s AI Safety Policies and Guiding Principles: https://www.nielseniq.com/global/en/ai-safety-policies. About NIQ NIQ is the world’s leading consumer intelligence company, delivering the most complete understanding of consumer buying behavior and revealing new pathways to growth. In 2023, NIQ combined with GfK, bringing together the two industry leaders with unparalleled global reach. With a holistic retail read and the most comprehensive consumer insights—delivered with advanced analytics through state-of-the-art platforms—NIQ delivers the Full View™. NIQ is an Advent International portfolio company with operations in 100+ markets, covering more than 90% of the world’s population. For more information, visit NIQ.com Want to keep up with our latest updates? Follow us on: LinkedIn | Instagram | Twitter | Facebook Our commitment to Diversity, Equity, and Inclusion At NIQ, we are steadfast in our commitment to fostering an inclusive workplace that mirrors the rich diversity of the communities and markets we serve. We believe that embracing a wide range of perspectives drives innovation and excellence. All employment decisions at NIQ are made without regard to race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, age, disability, genetic information, marital status, veteran status, or any other characteristic protected by applicable laws. We invite individuals who share our dedication to inclusivity and equity to join us in making a meaningful impact. To learn more about our ongoing efforts in diversity and inclusion, please visit the https://nielseniq.com/global/en/news-center/diversity-inclusion - Career Site Team: Strategic Planning/Corporate Development - Compensation: USD 160000 - USD 190000 - yearly

• Working closely with an assigned Technology Services Distributor to identify the in-market CX/AI-focused partners to drive mindshare, pipeline growth & UJET Sales. • Develop and build fiscal quarter and annual strategy. Report on, manage and execute on mutually agreed upon KPIs. • Initiate quarterly QBRs to measure success and trends within assigned TSD / Strategic partnerships. • Develop relationships internally and externally. Build and strengthen relationships with partner leadership and stakeholder business units throughout TSD or Partner organization • Aligning the regional sales organizations with relevant partners through targeted demand generation and alignment activities • Drive mindshare through regular communications and collaboration. Provide accurate and detailed weekly, monthly and quarterly forecast funnel of identified and proposed opportunities to meet or exceed quota requirements

**This role is remote within Providence footprint with a preference for OR, WA, or CA. Calling all Esteemed Leaders! Are you a compensation and labor strategy leader who thrives at the intersection of workforce sustainability, financial stewardship, and organizational transformation? Do you bring the strategic insight, analytical rigor, and collaborative leadership needed to guide compensation decisions across complex, union and non‑union environments? If so, this Director, Compensation opportunity may be an excellent fit. The Role: The Director, Compensation provides division and line‑of‑business leadership for labor compensation strategy and consulting. This role serves as a strategic advisor to executive and senior leaders, as well as partners in HR, Finance, Legal, and Operations, on the compensation implications of organizational change, workforce planning, labor strategy, and financial constraints—shaping compensation philosophy, pay practices, and program design decisions. The Director leads the development and execution of compensation and labor strategies that support workforce sustainability, organizational performance, and affordability. This includes balancing market competitiveness, internal equity, compliance requirements, and labor market dynamics across union and non‑union environments. The role anticipates emerging compensation trends, regulatory developments, and labor market pressures, translating insights into actionable strategies and scalable solutions. This role is distinguished by primary responsibility for Providence’s labor compensation strategy within the assigned division, including leadership and oversight of labor relations, collective bargaining, and contract administration. The Director provides strategic and operational compensation leadership across all collective bargaining activities, ensuring alignment with organizational objectives, labor agreements, and regulatory requirements. What You'll Do: Strategic Leadership - Serve as a strategic advisor to HR, Finance, Legal, and operational leaders on compensation implications of organizational change, workforce planning, and financial constraints. - Partner with executive and senior leaders to influence compensation philosophy, labor pay practices, and program design decisions across ministries, states, divisions, and lines of business. - Provide compensation leadership in support of enterprise labor strategy, ensuring alignment across union and non-union workforce models, labor market conditions, and organizational affordability. - Anticipate emerging compensation trends, regulatory developments, and labor market dynamics, translating insights into actionable labor and compensation strategies. Governance, Consulting & Partnership - Build and sustain strong partnerships across divisions and shared services to align compensation solutions with business needs and operational realities. - Establish and reinforce aligned practices, standards, and governance models that support enterprise labor strategies and market conditions. - Guide HR partners and bargaining teams through complex compensation modeling, balancing market competitiveness, internal equity, budget constraints, and compliance requirements. People Leadership & Operational Excellence - Lead and develop the compensation team by setting standards for quality, responsiveness, governance, and client experience. - Drive continuous improvement, scalability, and operational efficiency across compensation services. - Foster strong cross functional collaboration and a high performing, virtual/hybrid team environment. What You'll Bring: Education - Bachelor’s Degree in Health Administration, Finance, Economics, Business Management, or equivalent education/experience. - Certified Compensation Professional (CCP) (preferred upon hire). Leadership & Overall Experience - 10+ years of experience in compensation, finance, regulatory, HR, project management, or consulting environments providing equivalent experience. - 8+ years of leadership experience. - Healthcare experience (preferred). Analytical, Technical & Professional Capabilities - Extremely strong analytical and quantitative skills with the ability to develop dynamic tools and models to interpret and analyze data. - High proficiency in Excel and PowerPoint; familiarity with Oracle systems, SharePoint, and Microsoft Office products. - Strong project management skills with the ability to manage multiple priorities simultaneously. - Demonstrated creative problem solving and decision making skills in fast paced, change oriented environments. - Excellent written and oral communication skills with the ability to present complex compensation concepts clearly and credibly. Leadership & Interpersonal Skills - Ability to work effectively with all levels of the organization. - Ability to inspire, develop, and lead virtual and hybrid teams. - Strong collaboration and team building skills. - Ability to work independently, assume responsibility, and adapt quickly to change. - Ability to lead and manage others while maintaining focus on outcomes and accountability. Why Join Us? - Shape labor compensation strategy: Lead enterprise labor compensation strategy across union and non‑union environments. - Influence at scale: Partner with executive leadership to guide workforce and financial decisions across multiple divisions and regions. - Balance equity and affordability: Drive compensation solutions that support sustainability, compliance, and competitiveness. - Lead through complexity: Navigate regulatory, labor, and market dynamics with confidence and clarity. - Serve a mission that matters: Support Providence St. Joseph Health’s mission through thoughtful, responsible workforce strategy. Ready to Shape the Future of Healthcare? If you are a strategic, analytically strong compensation leader ready to influence workforce sustainability and organizational performance at scale, we encourage you to explore this opportunity. The full pay range is listed in accordance with applicable law. Final compensation will be determined based on qualifications, experience, organizational compensation alignment, and the approved hiring department budget for the position. This position may also be eligible for incentive compensation and benefits. Salary Info NorCal (Napa, Sonoma) Min $104.11 Max $166.44 Southern California, NorCal (Humboldt) Western Washington Alaska (Kodiak, Seward, Valdez) Min $92.79 Max $148.35 WA Puget Sound Oregon (Portland) Alaska (Anchorage) Min $89.02 Max $142.32 Oregon (Hood River, Medford, Seaside) Min $82.98 Max $132.67 Eastern Washington (Richland, Spokane, Walla Walla) Min $79.21 Max $126.64 Montana New Mexico Min $71.67 Max $114.58 Texas Min $67.90 Max $108.55 At Providence, our strength lies in Our Promise of “Know me, care for me, ease my way.” Working at our family of organizations means that regardless of your role, we’ll walk alongside you in your career, supporting you so you can support others. We provide best-in-class benefits and we foster an inclusive workplace where diversity is valued, and everyone is essential, heard and respected. Together, our 120,000 caregivers (all employees) serve in over 50 hospitals, over 1,000 clinics and a full range of health and social services across Alaska, California, Montana, New Mexico, Oregon, Texas and Washington. As a comprehensive health care organization, we are serving more people, advancing best practices and continuing our more than 100-year tradition of serving the poor and vulnerable. Posted are the minimum and the maximum wage rates on the wage range for this position. The successful candidate's placement on the wage range for this position will be determined based upon relevant job experience and other applicable factors. These amounts are the base pay range; additional compensation may be available for this role, such as shift differentials, standby/on-call, overtime, premiums, extra shift incentives, or bonus opportunities. Providence offers a comprehensive benefits package including a retirement 401(k) Savings Plan with employer matching, health care benefits (medical, dental, vision), life insurance, disability insurance, time off benefits (paid parental leave, vacations, holidays, health issues), voluntary benefits, well-being resources and much more. Learn more at providence.jobs/benefits. Applicants in the Unincorporated County of Los Angeles: Qualified applications with arrest or conviction records will be considered for employment in accordance with the Unincorporated Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act.