Job Description

Do you want to empower organizations to build smarter compensation strategies while ensuring fair pay for all employees? Syndio is the leading pay governance and compensation intelligence platform. We help organizations make better pay decisions at every stage of the compensation lifecycle, from leveling and offers to promotions and merit. Our platform gives HR, compensation, and finance leaders the data and decision support they need to govern pay fairly, compliantly, and with confidence. We partner with many of the world’s most recognized and respected enterprises, helping them implement leading-edge compensation solutions with expert guidance and analyzing pay for over 10 million employees across the world. Join us in our mission to help companies make smarter pay decisions they can trust! About the role Syndio is the platform more than half the Fortune 100 trust to govern pay decisions, built on a decade of pay equity work and millions of real pay records. Executive Engagement & Insights is the team that turns that data into research, executive narrative, and category leadership: making pay a strategic decision rather than a compliance afterthought. We are hiring a Senior Research Scientist to lead studies from question to published finding. You will combine Syndio's proprietary pay-decision data with external labor-market data, produce findings that executives quote, product teams build, and account teams bring to customers, and sit with CHROs and CFOs to work out what the evidence means for the decisions in front of them. The role is deliberately broad. We want the person who can design a study on Monday, write the analysis code on Tuesday, and present the finding to a chief people officer on Thursday. Range matters more than depth in any one. Why this job is exciting - Lead studies end to end. Frame the question, design the measurement, run the analysis, and write the finding. Our flagship research reports and partner studies are yours to shape. - Combine data sets. Join Syndio's pay-decision data with external labor-market, survey, and benchmark data to answer questions no single source can. Build the reusable methods that make the second study faster than the first.

- Put a number on it. Build the outcome and ROI models that connect pay governance to attrition, cost, risk, and performance, and hold them to a standard a CFO's finance team will accept. - Work directly with customers. Join executive conversations at strategic accounts, translate findings for CHROs and CFOs, and bring back the questions that shape the next study. - Carry findings into the product. Partner with product and data science so the research shows up in what customers use: features, benchmarks, and reporting. - Write to advance the field. Co-author reports, articles, and executive briefings, with every external claim traceable to a source. Or work is designed to advance the science and its application. About you - A PhD or equivalent depth in industrial-organizational psychology, behavioral or decision science, labor economics, statistics, or a related field. - A track record of following applied research through to impact, whether that changed a product, a decision, or a business outcome, not only a publication record. - Hands-on quantitative skills: causal and quasi-experimental methods, psychometrics and survey design, and working fluency in Python or R and SQL on large, messy, real-world data. - Comfort in front of senior customers. You can present a finding to a CHRO or CFO, take hard questions, and hold the line on what the evidence does and does not say. - Range. You are as at home in a data warehouse as in a boardroom, and you prefer carrying work end to end over owning one slice of it. - Judgment about data. You work inside strict data-use and privacy boundaries without being asked twice. Nice to have - Domain depth in compensation, total rewards, pay equity, or people analytics.

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