Job description

Join d-Matrix and help build the future of AI inference. We’ve pioneered a memory-centric architecture that brings compute directly into memory, making AI faster, more energy efficient, and accessible on a global scale. From chips and software to rack-scale systems, our team is tackling some of AI infrastructure’s hardest challenges—and shipping breakthrough technology today. If you want to create what comes next and help make infinite inference possible, we’d love to hear from you. Our culture is built on respect, collaboration, and direct communication. We value humility, we believe our different perspectives lead to better solutions, and we’re looking for people who are driven by execution and energized by hard problems. Role Overview d-Matrix is looking for a Senior HR Generalist with deep compensation and data expertise to help us make sound, defensible pay decisions in a highly competitive market for AI and technical talent. This is an individual contributor role that will own the analytical backbone of our compensation and people data — market benchmarking, salary structures, internal equity, and merit/bonus modeling — while also supporting broader People Operations. This is a hands-on generalist role rather than a pure Total Rewards specialist position: you'll bring real analytical depth to compensation and reporting and flex into core HR ops work as needed, with complex executive and sales compensation design handled by specialized outside expertise. You'll partner closely with HRBPs, Business Leaders, Talent Acquisition, Global Mobility and Immigration, Employee Relations, and Legal to deliver efficient, data-informed HR service. What You Will Do - Lead market benchmarking and survey data analysis to keep salary ranges and job structures competitive and defensible. - Own job matching and leveling, ensuring consistency and internal equity across the organization. - Build and maintain compensation models for merit cycles, bonus pools, and promotions, translating data into clear, sound recommendations. - Support offer construction and internal equity analysis for new hires, promotions, and internal moves, including equity compensation. - Build and maintain HR reporting and dashboards (e.g., headcount, comp analytics, turnover), using HR data to identify trends, risks, and process gaps. - Own core People Operations processes — onboarding, offboarding, employee records, HR documentation, payroll coordination, and benefits administration. - Serve as HR systems owner (ADP WFN, Ashby, Lattice), ensuring data accuracy and integrity, and supporting integrations, audits, and troubleshooting. - Partner cross-functionally on HR service delivery, and maintain HR policies, procedures, and SOPs in response to regulatory changes. What You Will Bring - Bachelor's degree or equivalent experience. - 5+ years in HR Operations, with meaningful, hands-on compensation experience — not limited to participating in an annual comp cycle. - Direct experience with market benchmarking/survey data, salary structure design, job matching/leveling, internal equity analysis, and merit/bonus modeling. - Solid understanding of equity compensation. - Strong Excel and analytical skills, with the ability to build models rather than just interpret them. - Experience with HRIS/ATS systems (e.g., ADP WFN, Ashby) supporting data-driven people operations. Equal Opportunity Employment Policy d-Matrix is proud to be an equal opportunity workplace and affirmative action employer. We’re committed to fostering an inclusive environment where everyone feels welcomed and empowered to do their best work. We hire the best talent for our teams, regardless of race, religion, color, age, disability, sex, gender identity, sexual orientation, ancestry, genetic information, marital status, national origin, political affiliation, or veteran status. Our focus is on hiring teammates with humble expertise, kindness, dedication and a willingness to embrace challenges and learn together every day. d-Matrix does not accept resumes or candidate submissions from external agencies. We appreciate the interest and effort of recruitment firms, but we kindly request that individual interested in opportunities with d-Matrix apply directly through our official channels. This approach allows us to streamline our hiring processes and maintain a consistent and fair evaluation of al applicants. Thank you for your understanding and cooperation.

Requirements

Must-haves

If you want to create what comes next and help make infinite inference possible, we’d love to hear from you.
Lead market benchmarking and survey data analysis to keep salary ranges and job structures competitive and defensible.
Own job matching and leveling, ensuring consistency and internal equity across the organization.
Support offer construction and internal equity analysis for new hires, promotions, and internal moves, including equity compensation.
Build and maintain HR reporting and dashboards (e.g., headcount, comp analytics, turnover), using HR data to identify trends, risks, and process gaps.
Own core People Operations processes — onboarding, offboarding, employee records, HR documentation, payroll coordination, and benefits administration.
Serve as HR systems owner (ADP WFN, Ashby, Lattice), ensuring data accuracy and integrity, and supporting integrations, audits, and troubleshooting.
Partner cross-functionally on HR service delivery, and maintain HR policies, procedures, and SOPs in response to regulatory changes.
What You Will Bring
Bachelor's degree or equivalent experience.
5+ years in HR Operations, with meaningful, hands-on compensation experience — not limited to participating in an annual comp cycle.
Solid understanding of equity compensation.
Strong Excel and analytical skills, with the ability to build models rather than just interpret them.
Experience with HRIS/ATS systems (e.g., ADP WFN, Ashby) supporting data-driven people operations.
Equal Opportunity Employment Policy

Nice-to-haves

Build and maintain compensation models for merit cycles, bonus pools, and promotions, translating data into clear, sound recommendations.
Direct experience with market benchmarking/survey data, salary structure design, job matching/leveling, internal equity analysis, and merit/bonus modeling.

Application prep

Use the role’s language and application details while tailoring your materials.

Keywords to mirror

Platform: ashby
Effort: quick