Job Opportunities API

Backed by leading Silicon Valley investors, Peregrine helps public safety organizations, state and local and governments, federal agencies , and private-sector institutions address society’s challenges with unprecedented speed and accuracy. Our AI-enabled platform turns siloed and disconnected data into operational intelligence — instantly surfacing mission-critical information to empower better, faster decisions that improve outcomes at every touchpoint. Today Peregrine supports hundreds of customers across 30+ states and two countries, serving more than 125 million people — and we’re amplifying our impact as we expand into the enterprise and internationally.  The Role Peregrine is looking for a Compensation Lead to architect and run the programs, frameworks, and analytics that support our people through every phase of growth. This role owns compensation strategy, job architecture and leveling, compensation cycles, equity programs, and compensation analytics—and partners closely with Talent Acquisition, People, Finance, and company leadership on how we pay, level, and reward people as we scale. This is a build-and-run role. You'll design the compensation philosophy, build the job architecture and leveling framework, own our merit and compensation review cycles end-to-end, and give recruiters, HRBPs, and managers the tools they need to make confident pay decisions. You'll also build the analytics muscle that surfaces market competitiveness, band positioning, and pay equity before anyone has to ask. As Peregrine grows, you'll have the opportunity to expand your scope and shape how the compensation function evolves. What You'll Do Scale the philosophy and framework. Assess Peregrine's existing compensation programs, data, and decision-making processes, and recommend a roadmap that supports growth from roughly 500 to 1,500+ employees. Refine and document a compensation philosophy covering market competitiveness, internal equity, and the roles of base, bonus, and equity. Establish principles for market data, peer groups, and geographic positioning, and translate them into repeatable guidelines for hiring, promotions, and merit decisions. Build the job architecture. Design and implement a company-wide job catalog, job families, career tracks, and leveling criteria. Reconcile the new architecture with existing departmental frameworks, and partner with functional leaders, HRBPs, and Talent Acquisition to validate and drive adoption. Establish compensation bands backed by market benchmarks and internal equity principles. Own the compensation cycles. Run Peregrine's merit and compensation review process end-to-end—including planning, modeling, guidelines, manager inputs, approvals, communications, and post-cycle analysis. Build promotion, off-cycle adjustment, and retention award processes that scale with headcount growth. Partner with Finance to model costs and budgets. Enable recruiters and managers. Build tools and guidance so recruiters can self-serve the compensation inputs they need to construct and close offers. Define offer-setting guidelines and manager enablement materials. Establish a clear escalation process for exceptions, and use feedback to keep programs useful and understandable. Drive analytics and controls. Build compensation metrics and reporting that give People, Finance, and leadership visibility into market competitiveness, band positioning, and pay equity. Own survey participation and benchmarking cadence. Run recurring pay equity, comp-ratio, and offer-outcome analyses, and turn findings into recommendations. Evolve equity programs. Build the framework for new-hire, promotion, and refresh equity grants, balancing attraction and retention against dilution and affordability. Help candidates, employees, and managers understand equity as part of total compensation through clear tools and communication. Support executive- and board-level compensation. Develop ma