Syndio is the leader in compensation equity and pay decision intelligence, helping the world's largest employers make fair, defensible, and transparent pay decisions at scale. Syndio is the leader in pay equity, compliance and pay decision intelligence, helping the world's largest employers make fair, defensible, and transparent pay decisions at scale. As we expand across the compensation lifecycle, the total rewards practice depth behind our recommendations has to keep pace.

The Domain Expert (Total Rewards) is a hands-on compensation practitioner on the Applied Expertise team. Draw on your past experience in total rewards strategy as well as Syndio-provided training on best practices to provide expert advice on advanced total rewards topics to customers, fellow employees, and external audiences. This is a senior individual contributor role. You are the person our customers and our Syndio team turn to when the question is how pay should actually be structured — job architecture, market data, pay ranges, offer construction, geographic differentials — and how it should hold up in front of a CHRO, a comp committee, or a works council.

You own an area of Syndio's compensation content and product surface, build the 1:many resources that scale your expertise across the customer base, partner directly with the product team to embed compensation practice into our software platform, and show up in the customer conversations where the design choices have to hold. You will translate custom analytics into product requirements and support product, development and data science teams as needed on design and implementation plans, ensuring the product helps advance the outcomes for our customers.  

Why this job is exciting

• Lead a squad. You will be an individual contributor but you will own an area of Syndio's compensation content surface — job architecture, market data integration, pay range design, offer intelligence, or a related domain. Guide the squad's roadmap, prioritize what gets built on the Applied Expertise team, and hold the practitioner bar for the work that ships.
• Apply total rewards expertise in complex customer situations. You will not design programs or conduct analysis, but you will help customers with the questions they can't resolve inside the product: implications of job architecture redesigns, salary structure and range-sharing strategies, and offer logic. Bring the expertise, explain the tradeoffs, defend the approach.
• Build 1:many resources. Turn recurring compensation questions into durable content — customer briefings, design guides, model communication templates, worked examples — so recurring questions do not require a recurring meeting.
• Partner with the Product Team. Work directly with the Product Team to embed compensation practice into the software. Shape offer recommendation logic, range and structure inputs, and workflows. Catch the practitioner-level edge cases before customers do.
• Show up for the moments that matter. Anchor customer discussions and offer strategy conversations. You won’t be asked to every meeting, just the ones where getting the structure and the framing right changes the outcome.
• Feed the frameworks upward. Surface what current frameworks don't yet cover. Bring specific customer patterns and design gaps to the Principal-level colleagues and to the Product Team so the platform's intelligence keeps compounding.

• 5+ years of hands-on total rewards, compensation, or organizational design work, ideally with meaningful time in job architecture, market data, pay range design, or org design projects at enterprise scale.
• Deep facility with compensation practice: leveling frameworks, benchmarking methodology, salary structure design, offer construction, geographic differentials, incentive design.
• Experience translating compensation practice into something a broader team can execute — a playbook, a tool, a product, a set of standards — not just doing the work yourself.
• Demonstrated ability to hold a credible conversation with a CHRO, a comp committee, or an HRBP leadership team about design tradeoffs, and to write for those audiences.
• Strong judgment on the difference between presenting design options and prescribing outcomes, and comfort holding that line.
• Track record of building content, documentation, or enablement materials that reduce reliance on your calendar over time.
• Comfort thinking about how compensation expertise translates into AI-mediated product capability, particularly for offer recommendation and structure design in Decisions.
• Experience in HR tech, compensation SaaS, or a related enterprise domain is a strong plus.