Dejuan Dj H.

About Dejuan Dj H.

When compensation programs feel messy, it is usually because the company either never built the right job architecture, pay bands, governance, and tools in the first place, or has outgrown what used to work. It shows up fast: similar titles multiplying in spreadsheets, inconsistent leveling, overlapping pay points, unclear progression, noisy benchmarking, weak labor forecasting, and constant escalations. Recruiters sell offers without enough guardrails. HRBPs often get pulled into gray areas. Managers are expected to explain pay without enough structure behind it. The cost adds up quickly. Underpay, and you lose talent. Overpay, and you create leakage, compression, and decisions you cannot defend cleanly. Leave it inconsistent, and employee trust erodes because compensation starts to feel subjective instead of grounded and fair. This is what I love to fix. I’ve spent 13+ years building compensation foundations across every stage from VC-backed startups like Protocol Labs, to growth companies like Crazy Maple Studio, to larger enterprises like Meta, Uber, Pepsi, Macy’s, Stanford Health Care, and LegalZoom. My work spans HRIS-enabled job architecture, compensation strategy, global pay structures, pay-for-performance, exec compensation, Compensation Committee support, M&A, governance, sales compensation, pay transparency, retention, pay equity, manager enablement, and AI-enabled automation. At Meta, I supported compensation infrastructure for tech employees by improving pay consistency, strengthening equity alignment, and building Total Rewards tools that increased transparency and engagement. At Uber, I led compensation strategy and integration for the $2.56B Postmates acquisition, governing $170M in spend and helping retain 450+ employees through transition. I also built sales orgs and comp plans across business lines that increased revenue and market share. At LegalZoom, I manage a $100M+ global compensation budget, delivered millions in equity savings, consolidated 1,200 fragmented job titles and pay points into a scalable HRIS-enabled global job and pay architecture, reduced duplication by 54%, and built AI-enabled manager education and self-service tools that improved compensation understanding, scaled decision support, and maintained strong talent metrics. I diagnose what is broken, align stakeholders, design what\'s needed, build what scales, and automate what shouldn\'t require manual work. The Science and Art of Compensation. Designed for people. Built to scale. CCP (Certified Compensation Professional)- WorldatWork

Experience

1. Advisor

   Peopletech Partners

   Jul 2025 — Present

   Advising HR technology companies on compensation, benefits, and employee experience product strategy. Helping bridge the gap between what practitioners need and what technology delivers.

Education

• Shanghai University of Finance and Economics

  Certification, Business Analytics, China Business

  2012 — 2012

• Miami University Farmer School of Business

  Bachelor of Science, Business Management and Leadership

  2009 — 2013