• Define and maintain north star metrics and KPI hierarchies across the business • Establish standardized measurement frameworks for key initiatives (growth, retention, product, channels) • Partner with leadership to translate business goals into clear success metrics, guardrails, and OKR alignment • Require that all major initiatives are defined by clear success metrics, KPI structures, and measurement plans prior to execution • Establish and enforce enterprise metric governance, including ownership, definitions, and change management • Define clear accountability for metric integrity across teams and systems • Serve as the central authority for metric definitions and measurement standards across the organization • Ensure consistent application of metric definitions across reporting, planning, and decision-making • Design measurement outputs for decisions, not just visibility • Build KPI trees and diagnostic frameworks that enable root-cause analysis and action • Translate performance into clear narratives, tradeoffs, and recommendations for leadership • Reduce reliance on custom analysis through reusable frameworks and standardized logic • Partner closely with Data Engineering leadership to align measurement frameworks with underlying data architecture and platform capabilities • Ensure measurement frameworks are embedded into core data models and systems • Shift the organization away from dashboard-centric reporting toward faster, more dynamic insight delivery • Partner on the adoption of modern technologies (AI, automation, self-serve interfaces) to improve speed and accessibility of insights • Ensure measurement use cases are clearly defined and prioritized to inform technology investments • Introduce self-serve measurement experiences that minimize reliance on analyst-driven workflows

• Independently manage a portfolio of mid-level donors and prospects, using structured moves management to deepen relationships and increase giving over time • Develop and execute individualized cultivation, solicitation, and stewardship strategies, including annual plans and measurable benchmarks • Conduct qualification to assess donor capacity, affinity, and readiness for increased investment • Meet or exceed goals for donor outreach, revenue, and pipeline progression • Conduct virtual and in-person meetings with donors and prospects to build relationships and present meaningful giving opportunities • Communicate organizational priorities and funding opportunities in a compelling, donor-centric way • Draft personalized and semi-personalized donor communications, including emails, proposals, and stewardship updates • Serve as a primary relationship manager for donors within the Compassion Collective, representing the program in donor interactions and engagement opportunities • Partner closely with donor experience and direct response teams, who design and execute programmatic communications and engagement strategies • Provide frontline insight on donor sentiment, engagement trends, and opportunities to strengthen the mid-level donor experience • Support consistent messaging and positioning of the Compassion Collective in donor-facing interactions • Identify and actively cultivate donors with the capacity and inclination to give at higher levels, regardless of current giving • Develop and execute intentional upgrade strategies to move donors into major gift portfolios • Coordinate thoughtful, timely handoffs to major gift officers to ensure continuity in relationship management • Maintain accurate, timely records of donor interactions, strategies, and next steps within the CRM • Track progress against revenue goals, engagement metrics, and upgrade outcomes • Collaborate across philanthropy, donor experience, and digital marketing teams to ensure a cohesive donor journey • Contribute to broader fundraising initiatives, including appeals, donor engagement strategies, and cross-functional projects • Adhere to all organizational policies and procedures and perform other duties as assigned

• Oversee the County’s Enterprise Resource Planning product suite (SAP) • Manage relationships with outside vendors • Set departmental goals, timelines, and priorities of work • Supervise and evaluate staff • Ensure licensing compliance under SAP authority • Manage and plan all budget-related processes for the ERP department • Provide education about ERP team services across the County

Role Description We’re looking for a Director, Compensation Partner to serve as the dedicated advisor to our global Sales organization. This is a high-visibility role at the intersection of data and strategy — you’ll translate market intelligence and plan analytics into clear, actionable recommendations that shape how we attract and retain top sales talent and influence business decisions at scale. If you’re equally comfortable building a regression model and presenting findings to an executive, this role is for you. You will partner directly with Sales HRBPs, Talent Acquisition, Finance, and Sales leadership, and are expected to bring a point of view rather than simply administer process. Key Responsibilities - Analyze performance and compensation data to assess plan effectiveness, identify trends, and recommend improvements. - Lead annual and mid-year compensation planning cycles, including modeling, communications, and rollout. - Ensure compliance and governance across compensation programs, including policy adherence and audit readiness. - Stay current on industry benchmarks and market trends to ensure competitiveness and relevance of compensation structures. - Support M&A activities from a sales compensation perspective, including due diligence on acquired plans, retention incentives for key sales talent, and integration of acquired teams into existing frameworks. - Conduct compensation benchmarking and gap analysis for acquired entities, developing transition plans that balance retention risk with cost considerations and internal equity. - Drive analysis on ad hoc research and various pay projects; bring a point of view, not just a spreadsheet. - Develop and advise on programs and training to educate HR, leaders, and managers on compensation programs, reinforcing the organization’s compensation philosophy and culture. - Proactively identify plan effectiveness gaps and bring forward data-backed recommendations before problems escalate. Qualifications - 10+ years of progressive compensation experience, with meaningful exposure to Sales incentive design and administration in a complex, matrixed environment. - Strong proficiency in Excel (pivot tables, lookups, statistical analysis, modeling). - Proven ability to serve as a strategic business partner and advisor to senior executive leaders — comfortable presenting to VP- and C-suite audiences. - Proven ability to translate data insights into recommendations that influence leadership decisions. - Strong consultative instincts — you ask the right questions, challenge assumptions respectfully, and build trust through expertise. - Resourceful and self-directed — able to navigate ambiguity and move work forward without waiting for perfect information. - Strong organizational and time management skills; proven ability to manage multiple priorities simultaneously. - Strong communication and stakeholder management skills, including the ability to simplify complex compensation concepts. - Bachelor’s degree in Business, Finance, HR, Economics, or related field (or equivalent work experience). Preferred Qualifications - Experience with Workday, compensation management systems, or BI tools. - Background in M&A integration from a compensation perspective. Key Competencies - Analytical Rigor: Able to build models, interpret trends, and use data to solve business problems. - Influence & Partnership: Confident in working with senior leaders and cross-functional stakeholders. - Communication: Clear, concise, and compelling explanations. - Business Acumen: Understands how sales organizations work and how compensation affects behavior. - Continuous Improvement Mindset: Comfortable iterating and optimizing processes and programs. Requirements - For positions in this location, we offer a base pay of $173,200 - $303,100, plus equity (when applicable), variable/incentive compensation and benefits. - Sales positions generally offer a competitive On Target Earnings (OTE) incentive compensation structure. - Compensation is based on the geographic location in which the role is located and is subject to change based on work location. Benefits - Health plans, including flexible spending accounts. - 401(k) Plan with company match. - ESPP, matching donations. - Flexible time away plan and family leave programs.