Private markets are one of the largest, most complex, and most underserved corners of global finance. Our mission at Juniper Square is to unlock their full potential. We’re the Operations Partner trusted by 2,300+ GPs, unifying technology, data, and fund administration services into a single platform that helps GPs move faster, make better decisions, and scale with precision. With $300B+ under administration and 700,000+ LPs on platform, we’ve built the scale to match our ambition. And with JunieAI, our purpose-built AI platform, we’re reimagining how private markets operate, embedding intelligence across every workflow. Founder-led since 2014, backed by $350M+ in funding, and now 1,000+ employees strong, we’re building a company designed to shape the future of private markets for decades to come.
Our culture is built for people who want to do ambitious, meaningful work alongside exceptionally talented teammates. We think like owners, move with urgency, and take pride in solving hard problems that truly matter to our customers and the future of private markets. We believe the best ideas come from open debate, deep collaboration, and diverse perspectives, which is why we believe transparency is the default and feedback makes us stronger. If you’re energized by high standards, rapid growth, and the opportunity to help define a category at a pivotal moment, come join us!
Juniper Square offers employees a variety of ways to work, ranging from a fully remote experience to working full-time in one of our physical offices. We invest heavily in digital-first operations, allowing our teams to collaborate effectively across 27 U.S. states, 2 Canadian Provinces, India, Luxembourg, and England. We also have physical offices in San Francisco, New York City, Mumbai and Bangalore for employees who prefer to work in an office some or all of the time.
About your roleAs the Senior Compensation & Equity Manager, you’ll own compensation and equity programs end to end for a global, distributed workforce, serving as the analytical engine of our Total Rewards function. Reporting to the VP of Total Rewards & People Operations, you’ll partner with Finance, FP&A, Talent Acquisition, and People Business Partners to keep our pay programs market-competitive, internally equitable, and built to scale. This is a hands-on, individual-contributor role for someone with deep compensation and equity experience who can add value from day one — owning market pricing, the annual rewards cycle, bonus programs, and equity strategy while giving recruiters and leaders clear, data-backed recommendations. Our Senior Benefits & People Programs Manager serves as your backup on compensation and equity operations.
What you’ll doOwn market pricing and band builds across levels, job families, and geographies (U.S., Canada, India, UK), maintaining the Jobs Table as the source of truth and keeping systems in sync.
Lead the annual band refresh, including cost modeling for level and band changes, and review internal pay relativities, job architecture, leveling, and titling decisions.
Serve as the first point of contact for comp band, level, and offer recommendations for recruiters and People Business Partners, backed by compa-ratio and internal equity analysis, and advise leaders on promotions, off-cycle adjustments, relocations, and retention packages.
Price executive and hard-to-benchmark roles with external advisors where proprietary data is needed, and partner with RevOps and Finance on quota-carrying compensation plans.
Run the annual rewards cycle in Pave end to end, modeling budgets by country and reporting cycle outcomes to People leadership.
Own the Company Performance Plan and other bonus programs end to end.
Administer one-time, spot, retention, and milestone bonuses, including approval workflows and award letters, and partner with the VP of Total Rewards & People Operations and Finance on bonus plan design, including for acquired teams and international populations.
Partner with the VP of Total Rewards & People Operations on equity strategy and model equity budgets and Board proposals.
Benchmark equity for new hire, promotion, and executive grants, and advise on equity treatment for international moves, new countries, and acquisitions.
Own the quarterly grant cycles submitted for Board approval, reconcile equity data across Shareworks, HiBob, and Pave, and lead employee equity education.
Use structured candidate compensation data from Ashby to track where we win and lose on pay and flag when a band needs to be revisited, and support pay equity reviews to keep posted pay ranges current.
Identify opportunities to automate high-repetition compensation and equity workflows, partnering with the team to embed AI-powered tooling that reduces manual lift without sacrificing accuracy.
7+ years of compensation experience, ideally within a SaaS or technology company operating across multiple geographies.
Deep expertise in market pricing, job matching, and band construction using compensation survey data; Radford experience is strongly preferred.
Hands-on experience with equity strategy and operations, including grant guidelines, Board approval cycles, and equity administration platforms such as Shareworks.
Experience administering bonus and variable pay plans and running compensation cycles in a platform such as Pave, with advanced spreadsheet and HRIS data modeling skills.
Ability to turn analysis into a clear recommendation for leaders, hold a position with data, and exercise sound judgment with highly confidential data.
Exposure to international compensation (Canada, India, UK) or sales compensation design, a CCP/CEP certification, or hands-on experience with AI-powered tools such as Claude, is a plus.
Exceptional relationship-building skills and the ability to work in a fast-paced, dynamic environment with shifting priorities.
Compensation for this position includes a base salary, equity, and a variety of benefits. The U.S. base salary range for this role is $126,900 - $158,400 USD and the Canadian base salary range for this role is $110,000 - $138,000 CAD. Actual base salaries will be based on candidate-specific factors, including experience, skillset, and location, and local minimum pay requirements as applicable.
Benefits include:
Health, dental, and vision care for you and your family
Life insurance
Mental wellness coverage
Fertility and growing family support
Flex Time Off in addition to company-paid holidays
Paid family leave, medical leave, and bereavement leave policies
Retirement saving plans
Allowance to customize your work and technology setup at home
Annual professional development stipend
Your recruiter can provide additional details about compensation and benefits.
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Skills Required
- 7+ years of compensation experience, ideally in a SaaS or technology company operating across multiple geographies
- Deep expertise in market pricing, job matching, and compensation band construction using survey data
- Hands-on experience with equity strategy and operations, including grant guidelines, Board approval cycles, and equity administration platforms such as Shareworks
- Experience administering bonus and variable pay plans
- Experience running compensation cycles in a platform such as Pave
- Advanced spreadsheet and HRIS data modeling skills
- Ability to turn analysis into clear recommendations for leaders and exercise sound judgment with highly confidential data
- Exceptional relationship-building skills and ability to work in a fast-paced, dynamic environment with shifting priorities
- Radford experience
- Exposure to international compensation in Canada, India, or the UK
- Experience with sales compensation design
- CCP or CEP certification
- Hands-on experience with AI-powered tools such as Claude
Juniper Square Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Juniper Square and has not been reviewed or approved by Juniper Square.
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Parental & Family Support — Paid parental and family leave is frequently characterized as generous, with structured return‑to‑work support referenced. Feedback suggests family‑forming and caregiver supports are a notable strength.
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Leave & Time Off Breadth — Unlimited PTO alongside paid holidays and sick time is consistently highlighted. Team practices like no‑meeting days and flexible scheduling further support time away.
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Wellbeing & Lifestyle Benefits — A digital‑first, remote‑friendly setup is reinforced by home‑office stipends, setup reimbursements, and expanded mental‑health support. Feedback suggests these perks materially improve daily work flexibility and wellbeing.
Juniper Square Insights
What We Do
At Juniper Square, we work hard every day to set the bar high in the work we do. We bring out the very best in each other without sacrificing kindness, quality, and the willingness to learn. You will see that every function and team is given respect here, because when any one of us wins, we all win. We bring a beginner’s mind to our work, not ego—enabling learning and creative and critical thinking. Some people talk about transparency, but here we treat you like the owner that you are: We share knowledge and information with all our employees, knowing that informed teams are successful teams (and happy ones too).
Why Work With Us
Our vision is to make the world’s private capital markets more efficient, transparent, and accessible through financial technology. We have an opportunity to transform an enormous and important industry, and we feel lucky to be working with the most talented, kindest, and most ambitious colleagues of our careers. Come join us!
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