Compensation Partner

About this role

Lyten is leading an industrial revolution through Lyten 3D Graphene™, a breakthrough supermaterial unlocking a new generation of products — from lithium–sulfur batteries and energy storage systems to concrete admixtures, lightweight composites, and next-generation sensors that are revolutionizing industries. Together, these innovations are making a massive global improvement and driving real-world impact across energy, mobility, construction, and defense. At Lyten, we believe the most meaningful careers begin with purpose — and with people who want to make a difference. We’re not just developing advanced supermaterials — we’re about to change the world as we know it, reshaping how energy is stored, how products are built, and how progress is made. We’re entering an exciting growth phase, scaling production across the U.S. and Europe and expanding our team of engineers, scientists, and innovators. Apply now to join our team and be part of something bigger than yourself — where collaboration, creativity, and purpose come together to build the technologies that will define the next century. We are looking for a hands-on, analytical, and collaborative Compensation Partner to help evolve, scale, and operationalize our global compensation framework. As we grow from ~650 employees to 1,500+ worldwide, this role will play a foundational part in assessing our current compensation landscape, closing infrastructure gaps, and building scalable programs across the United States and Europe. Reporting directly to the SVP Global People and Talent , you will independently drive key workstreams across global market benchmarking, job architecture, salary structure maintenance, variable compensation modeling, and business partner enablement. This position combines deep analytical rigor with consultative advisory skills, translating compensation data into clear business recommendations. Key Responsibilities Assess current compensation structures, benchmarking methodologies, processes, and systems to identify opportunities for optimization and automation. Partner with leadership to design and execute a compensation roadmap that supports international expansion from 650 to 1,500+ employees. Collaborate with HR Operations, IT, and Finance to enhance compensation systems, data integrity, reporting capabilities, and workflow integrations. Help refine, document, and operationalize our global compensation philosophy, ensuring balanced alignment across market competitiveness, internal equity, geographic differentials, and peer group selections. Establish and govern clear, consistent guidelines for recurring compensation events (focal reviews, promotions, merit increases, market adjustments) and out-of-cycle exceptions. Design, implement, and support technology-enabled compensation cycles, internal equity reviews, and focal compensation planning. Lead regular market pricing and compensation modeling for U.S. and European markets using survey sources (e.g., Radford/Aon). Establish a proactive cadence for monitoring market shifts and updating geographic pay ranges and salary structures so our offerings remain competitive. Conduct impact modeling and cost analysis for annual structure adjustments and market corrections. Build upon and refine the global job architecture, including job families, sub-families, career tracks, and leveling criteria. Reconcile new and evolving roles against the leveling framework to ensure cross-functional parity and clear career progression pathways. Act as a trusted compensation advisor to HR Business Partners, Talent Acquisition, Finance, and People Managers, providing data-backed recommendations with clear rationale. Create self-service enablement tools, offer-generation guidelines, and structured decision frameworks that empower recruiters and HRBPs to handle routine compensation queries independently. Define and manage clear escalation paths and governance criteria for non-standard compensation requests and exceptions. Suppor

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