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Zanskar · 2 months ago

Talent Acquisition & Comp Lead

Salt Lake City, Utah

Full-time

Hybrid

Mid, Senior Level

Zanskar is a geothermal energy company focused on developing new resources to contribute to a carbon-free electrical grid. They are seeking a Talent Acquisition & Compensation Lead to enhance their hiring processes and support compensation research, aiming for a streamlined recruitment experience and effective talent acquisition strategies.

AnalyticsArtificial Intelligence (AI)Geothermal EnergyGreenTechInformation TechnologyPredictive AnalyticsRenewable Energy

Responsibilities

Build and run existing systems to enable faster hiring across all teams

Maintain and improve scorecards and structured interviews for priority roles; train interviewers and achieve >90% feedback form completion

Proactive outreach to qualified candidates for roles based on Hiring Managers’ blueprint of an ideal candidate, in addition to vetting inbounds

Maintain / Reduce time-to-accept by ~20% through streamlined stages, calibrated rubrics, and faster decision cycles

Support research function for salary bands for ≥80% of roles; introduce offer guardrails within internal salary bands

Optimize ATS/HRIS configuration; create single source of truth for accepted offers as well as tracking reasons for decline, if applicable

Qualification

Compensation analyticsFull-funnel talent acquisitionStakeholder influenceStructured problem solvingATS/HRIS systemsStartup experienceEnergy industry exposureGeoscience knowledge

Required

Structured, hypothesis-driven problem solving: You break ambiguous talent and comp challenges into testable hypotheses, quantify tradeoffs, and drive to decisions with clear logic and data

Compensation analytics & architecture: Skilled in market pricing, leveling frameworks, salary banding, location differentials, and pay equity analysis; comfortable with messy data and building pragmatic models using tools such as Pave, Mercer, Carta comps, etc

Full-funnel talent acquisition craft: You've built scalable sourcing strategies for technical and/or niche roles, supported structured interviews, and improved quality-of-hire while keeping time-to-hire to 30 days for traditional roles, 50 days for more niche/technical roles

Stakeholder influence & change management: Credible partner to hiring managers; you align on principles, maintain & improve operating mechanisms, and hold teams accountable without creating friction/disrupting HM's current work-flow

Systems fluency & operational rigor: You get leverage from tools ATS/HRIS systems (Lever & Lattice knowledge a plus) and support processes that are simple, compliant, and flexible, but hard to break. You maintain organized job search documentation, help draft federally compliant job descriptions, and leverage appropriate recruiting channels depending on the role (university job boards, domain specific job boards, etc)