Company Overview

Fanatics is building a leading global digital sports platform. We ignite the passions of global sports fans and maximize the presence and reach for our hundreds of sports partners globally by offering products and services across Fanatics Commerce, Fanatics Collectibles, and Fanatics Betting & Gaming, allowing sports fans to Buy, Collect, and Bet. Through the Fanatics platform, sports fans can buy licensed fan gear, jerseys, lifestyle and streetwear products, headwear, and hardgoods; collect physical and digital trading cards, sports memorabilia, and other digital assets; and bet as the company builds its Sportsbook and iGaming platform. Fanatics has an established database of over 100 million global sports fans; a global partner network with approximately 900 sports properties, including major national and international professional sports leagues, players associations, teams, colleges, college conferences and retail partners, 2,500 athletes and celebrities, and 200 exclusive athletes; and over 2,000 retail locations, including its Lids retail stores. Our more than 22,000 employees are committed to relentlessly enhancing the fan experience and delighting sports fans globally.

Achieving our goals requires strong collaboration and partnership between our teams and our internal stakeholders. To best support this, the person who accepts this role is expected to be on site, in office four days per week. To provide our employees with flexibility, we offer a unique benefit where employees at Fanatics corporate entity can work remotely for up to four weeks per year, which can be taken in daily or weekly increments.

The Role

The Compensation Business Partner is a strategic advisor and relationship builder, partnering with C-suite leaders, HR teams, and key stakeholders to design and implement competitive compensation strategies. This role requires deep expertise in equity and long-term incentive (LTI) plan design and execution, as well as the ability to analyze data and provide actionable insights. The ideal candidate is consultative, influential, and skilled at fostering strong relationships while ensuring alignment with organizational goals and compliance standards.

What Youll Do:

Serve as a trusted advisor to HR and business leaders, guiding compensation strategies that align with organizational goals and industry best practices.
Evaluate complex compensation scenarios and provide recommendations that balance competitiveness, internal equity, and financial constraint.
Develop and maintain strong, collaborative relationships with C-suite leaders, HR partners, and cross-functional teams.
Act as a liaison between business leaders and compensation teams, fostering trust and ensuring alignment on strategic initiatives
Influence senior leaders by presenting data-driven insights and recommendations to support critical compensation decisions.
Drive consensus on compensation philosophies, frameworks, and policies to align with broader business strategies.
Lead the design, planning, and execution of equity and long-term incentive (LTI) programs, ensuring compliance and alignment with company objectives.
Provide expertise on the administration of stock options, RSUs, and other LTI instruments, including forecasting, modeling, and communication strategies.
Lead the rollout of new compensation initiatives, ensuring effective management strategies and clear communication with stakeholders.
Create and deliver training sessions for HR and business leaders to promote understanding of compensation programs and equity plans.
Partner with HR and Finance teams to ensure smooth execution of annual compensation planning, merit increases, bonus plans, and equity grants.
Guide calibration discussions to ensure pay-for-performance alignment.
Performs other related duties, responsibilities, and qualifications as required and assigned.

Educational Requirements:

Bachelor’s degree in business administration, Human Resources, or the equivalent combination of education, training, and work experience

Preferred Professional Experience:

Working at or working with large public companies and consulting experience working at Mercer, Radford, Willis Towers Watson, AON, or other major consulting firms

What Were Looking For:

Excellent knowledge of federal and state laws and regulations regarding compensation practices
Knowledge of HR policies and procedures as well as federal and state laws regarding employment practice
Excellent Excel skills required; must be able to perform V-lookups, create pivot tables and databases, formulate cells within spreadsheets, etc.
Ability to effectively use software including human capital management systems (Experience with Oracle Compensation modules is preferred), compensation management tools (Payfactors is preferred), MS Office, Access, and Visio.
Excellent oral and written communication skills & presentation skills.
Attention to detail, analytical/reasoning, interpersonal, organizational, and problem-solving skills.
Ability to work effectively in a cross-functional team environment
Ability to draw accurate conclusions from raw data
Ability to interface with all levels of employees
Ability to prioritize, multi-task, and maintain flexibility in a fast-paced, changing environment.
Problem-solving abilities
Ability to establish and maintain effective working relationships with employees, vendors, clients, and public

Job Level:

Director: Strategic Level Role. Works on complex issues with unclear problems and fundamental principles not fully applied. Translates business segment strategy into functional plans and guides execution. Participates in corporate development of methods, techniques, and evaluation criteria for projects, programs, and people. Ensures budgets and schedules meet corporate requirements. Interacts with senior management, executives, and/or major customers frequently involve negotiating on matters of significance to the organization. Reconciles multiple stakeholder views to drive business results. Participates with senior management to establish strategic plans and objectives. Makes final implementation decisions and ensures operational effectiveness. Effectively cascades functional strategy and contributes to the development of organizational policies. Typically requires 10 or more years of experience.

The salary range for this position is $205,000 to $235,000, which represents base pay only and does not include short-term or long-term incentive compensation. When determining base pay, as part of a final compensation package, we consider several factors such as location, experience, qualifications, and training.