The Manager, Compensation is responsible for the design, implementation, and administration of global compensation programs that align with business strategy and drive organizational performance. This role partners closely with HR Business Partners and business leaders to provide strategic and operational compensation support, ensuring programs are competitive, equitable, and scalable. The role manages two direct reports and plays a key role in delivering core annual cycles, market analysis, and executive-ready insights.
This role is ideal for a hands-on compensation leader who can operate both strategically and tactically, bringing rigor, insight, and partnership to a critical function within Total Rewards.
Compensation Programs & Strategy
Sales Compensation
Provide working knowledge and support for sales compensation plans, including plan design, quota setting, and payout validation
Partner with Sales Operations and Finance to ensure alignment and accuracy
Market Data & Analytics
Leverage market data sources (e.g., Radford, Mercer, WTW) to benchmark roles and ensure competitive positioning
Conduct complex data analysis to identify trends, risks, and opportunities
Deliver actionable insights and recommendations to senior leadership
Build and maintain compensation models and tools to support decision-making
Job Architecture & Leveling
Support the development and maintenance of job architecture, including job leveling and career frameworks
Ensure internal equity and consistency across roles and geographies
Ad-Hoc Compensation Support
Provide consultative support on compensation-related requests, including:
New hire offers and equity recommendations
Promotions, transfers, and retention cases
Off-cycle adjustments
Partner with HRBPs and leaders to balance market competitiveness with internal equity
Compliance & Governance
Working knowledge of prevailing wage requirements and H-1B regulations
Ensure compliance with applicable laws, regulations, and internal policies
Support audits and documentation requirements
Leadership & Team Management
Manage, coach, and develop two direct reports, fostering a high-performance and collaborative team environment
Set clear priorities and ensure delivery against tight deadlines and competing demands
Review and validate team outputs for accuracy, quality, and strategic alignment
Build strong cross-functional relationships with HR, Finance, Legal, and business leaders
Required Experience
6–10+ years of progressive compensation experience, including program management
Experience leading annual compensation cycles (merit, bonus, equity)
Strong analytical skills with the ability to manage and interpret large datasets
Experience working with market data providers such as Radford, Mercer, and/or WTW
Working knowledge of sales compensation structures
Familiarity with prevailing wage and H-1B requirements
Skills & Competencies
Strong business acumen and ability to influence senior-level stakeholders
Proven ability to manage competing priorities under tight deadlines
High level of discretion and ability to handle confidential information
Detail-oriented with strong organizational skills
Advanced Excel and data modeling skills (experience with SuccessFactor or similar HRIS a plus)
Excellent communication skills, including the ability to translate data into clear, compelling narratives
Preferred Qualifications
Experience in a high-growth or fast-paced environment
Exposure to global compensation programs
Experience supporting executive compensation or equity programs
Bachelor’s degree in HR, Finance, Business, or related field (Master’s or CCP certification a plus)
Success Measures
Timely and accurate execution of annual compensation cycles
High-quality insights and recommendations that influence business decisions
Strong stakeholder satisfaction and partnership
Development and retention of a high-performing compensation team