This is a high impact role for someone who can turn market data into pay decisions people actually trust. If you’ve run comp cycles, built structure, and can explain the “why” behind pay with clarity and backbone, Mission Lane is giving you the keys.
About Mission Lane
Mission Lane is a purpose driven fintech helping millions of people unlock real financial progress through clearer access to credit. Founded in 2018 and headquartered in Richmond, VA, they combine data, technology, and service to support customers often overlooked by traditional lenders. Their culture centers respect, transparency, and unity as they scale.
Schedule
- Full time, remote (United States)
- Cross functional partnership with HR Business Partners and business leaders
- Cycle heavy work tied to annual planning timelines and company wide compensation programs
What You’ll Do
⦁ Manage and evolve compensation architecture, including job evaluations and salary structures to support internal equity
⦁ Lead the annual market data refresh, analyzing trends to keep pay competitive and informed
⦁ Own core compensation cycles end to end, including merit, bonus, and equity refresh processes from planning through communication
⦁ Partner on incentive plan design, documentation, and administration across monthly and annual programs
⦁ Support hiring, promotions, transfers, and market adjustments by pricing roles and advising stakeholders
⦁ Recommend the right mix of base pay, incentives, and equity across the organization using data driven analysis
⦁ Prepare compensation materials for executive planning, including Compensation Committee support, peer analysis, and executive comp data
⦁ Educate managers and employees on compensation philosophy and practices, translating complex data into clear, usable guidance
⦁ Identify process improvements that make compensation work cleaner, faster, and more scalable
What You Need
⦁ Bachelor’s degree in HR, Finance, Business, or a related field
⦁ 7+ years of broad based compensation experience (job evaluation, market pricing, salary structure design)
⦁ Demonstrated ownership of annual compensation cycles (merit, bonus, and or equity)
⦁ Advanced Excel or Google Sheets skills (v lookups, pivot tables, complex modeling)
⦁ Deep experience using compensation survey data and tools
⦁ Proficiency with HRIS and compensation management modules
⦁ Strong analytical skills, high accuracy standards, and confident problem solving
⦁ Excellent communication and stakeholder management skills, including presenting to leaders
Benefits
⦁ Base salary range: $116,000–$150,000 annually
⦁ Annual incentive program participation and equity eligibility (role dependent)
⦁ Paid time off and company holidays
⦁ 401(k) with company match
⦁ Monthly wellness stipend
⦁ Health, dental, and vision insurance options
⦁ Disability coverage and life insurance
⦁ Paid parental leave
⦁ Flexible spending accounts for childcare and healthcare
⦁ Remote friendly work environment
Comp roles at this level close quickly. If you’re ready to own the comp engine and be the person leaders trust with pay decisions, don’t wait.
Build the structure. Run the cycles. Tell the truth with the data.
Happy Hunting,
~Two Chicks…