Toast creates technology to help restaurants and local businesses succeed in a digital world, helping business owners operate, increase sales, engage customers, and keep employees happy.
As the Sr. Director of Compensation, you are the technical lead behind our global pay and equity strategy. This is a role for a hands-on leader who moves between high-level Board governance and building the foundational systems we need for our next phase of growth. You will provide the strategic guardrails and internal equity lens for our most complex leadership hires, manage our public company equity pool and manage the compensation programs across 6k+ Toasters. This is a high-visibility position where your technical accuracy and commercial perspective directly impact our ability to attract and retain the talent driving Toast’s future.
A day in the life (Responsibilities)
- Partner with the VP of Total Rewards to shape and executive our compensation strategy - oversee Compensation Committee materials, CD&A and proxy disclosures, ensuring our pay programs are competitive, compliant and aligned to long-term shareholder value
- Set the strategy and governance for our equity programs, balancing retention, performance alignment, dilution and stock-based compensation expense with financial and shareholder objectives. Oversee burn rate, SBC forecasting, global grant practices and equity budgeting frameworks to ensure financial discipline and talent competitiveness
- Define and evolve Toast’s global compensation philosophy, including salary structures, incentive design and equity mix. Ensure clear linkage between company performance, individual impact and pay outcomes across all levels of the organization
- Own market data strategy and internal analytics, including peer benchmarking, pay equity, compensation distribution and retention risk. Deliver actionable insights and scenario modeling to inform executive and Board-level decisions
- Ensure the compensation function is deeply connected to business strategy and talent needs. Partner closely with People Success Partners (PSPs) and senior leaders to advise on talent investments, org design and retention. Translate business priorities into compensation actions and ensure consistent, high-quality decision-making across functions
- Design and govern annual and mid-year compensation cycles, ensuring scalable, efficient execution. Enable leaders with clear guidance, tools and training to drive differentiated pay decisions
- Provide senior-level guidance on Director+ and executive hiring, ensuring offers are aligned with market, internal equity and SBC constraints. Partner with leadership to make high-impact talent investment decisions
- Lead the design of incentive programs in partnership with Finance and Sales leadership. Provide compensation expertise in acquisition diligence and integration to ensure alignment with business strategy and financial goals
- Define and execute the roadmap for next-generation compensation systems, tools, processes, and data infrastructure. Leverage AI and automation to improve decision quality, streamline workflows and increase efficiency (e.g., improving manager decision-making, market pricing, and insights generation). Continuously evaluate emerging technologies to modernize how compensation is delivered and scaled
- Ensure compensation programs meet regulatory requirements and align with best practices. Lead compensation risk assessments and partner with Legal, Finance and Internal Audit as needed
- Set vision and priorities for the compensation function. Develop team capabilities, build bench strength and foster a high-performing, strategic organization
- Operate as a player-coach, leading by example and stepping into complex analyses, executive compensation decisions and critical deliverables while building and scaling the team
- Experience leading through change and navigating complex stakeholder dynamics with credibility and influence
What you'll need to thrive (Requirements)
- You’ve worked at a high-growth public company or a company undergoing significant global expansion, with a track record of building and scaling compensation programs and processes
- Deep, hands-on expertise in SEC reporting, public company compensation requirements and the financial mechanics of complex equity programs
- Strong executive presence with the ability to influence and advise senior leaders, including the CEO, CFO, CPO and the Compensation Committee, on complex compensation decisions
- Strong business acumen, with the ability to align compensation strategies to company performance, financial goals and long-term value creation
- Highly analytical, with the ability to use data, modeling and market insights to inform decisions and navigate complex tradeoffs
- Experience managing compensation across multiple international jurisdictions, with a strong understanding of regulatory, tax, and cultural considerations that influence pay design
- Ability to translate complex financial or compensation models into clear, compelling narratives for non-technical stakeholders
- Strong judgment in evaluating talent and calibrating compensation for senior hires in competitive markets
- Experience leveraging technology, data and emerging AI tools to improve compensation decision-making, scalability, and efficiency
- Player-coach mindset with a willingness to dive into the details and take ownership of critical work in a fast-paced, evolving environment
- Experience leading through change and navigating complex stakeholder dynamics with credibility and influence
AI at Toast
At Toast, one of our company values is that we're hungry to build and learn. We believe learning new AI tools empowers us to build for our customers faster, more independently, and with higher quality. We provide these tools across all disciplines, from Engineering and Product to Sales and Support, and are inspired by how our Toasters are already driving real value with them. The people who thrive here are those who embrace changes that let us build more for our customers; it’s a core part of our culture.
Our Total Rewards Philosophy
We strive to provide competitive compensation and benefits programs that help to attract, retain, and motivate the best and brightest people in our industry. Our total rewards package goes beyond great earnings potential and provides the means to a healthy lifestyle with the flexibility to meet Toasters’ changing needs. Learn more about our benefits at https://careers.toasttab.com/toast-benefits.
The base salary range for this role is listed below. The starting salary will be determined based on skills, experience, and geographic location. In addition to base salary, our total rewards components include cash compensation (overtime, bonus/commissions if eligible), equity, and benefits. You can learn more about how we align pay with local labor markets in our Geographic Pay Zone Philosophy.
How Toast Uses AI in its Hiring Process
Throughout the hiring process, our goal is to get to know you. We use AI tools to support our recruiters and interviewers with tasks like note-taking, summarization, and documentation of interviews to ensure they can be fully focused on your conversation. All hiring decisions are made by people.
Diversity, Equity, and Inclusion is Baked into our Recipe for Success
At Toast, our employees are our secret ingredient—when they thrive, we thrive. The restaurant industry is one of the most diverse, and we embrace that diversity with authenticity, inclusivity, respect, and humility. By embedding these principles into our culture and design, we create equitable opportunities for all and raise the bar in delivering exceptional experiences.
We Thrive Together
We embrace a hybrid work model that fosters in-person collaboration while valuing individual needs. Our goal is to build a strong culture of connection as we work together to empower the restaurant community. To learn more about how we work globally and regionally, check out: https://careers.toasttab.com/locations-toast.
Apply today!
Toast is committed to creating an accessible and inclusive hiring process. As part of this commitment, we strive to provide reasonable accommodations for persons with disabilities to enable them to access the hiring process. If you need an accommodation to access the job application or interview process, please contact [email protected].
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For roles in the United States, it is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.
