Manager, Compensation

Key Responsibilities

Compensation Programs & Strategy 

• Lead the development and execution of core compensation programs, including: 

• Annual merit planning and budget development 

• Annual Long-Term Incentive (LTI) budget modeling and allocation 

• Short-term incentive (STI) / bonus accrual forecasting and payout execution 

• Partner with Finance and HR leadership to align compensation spend with company performance and financial targets 

• Support the design and evolution of compensation frameworks, policies, and guidelines 

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 

Qualifications

Required Experience 

• 6–10+ years of progressive compensation experience, including program management 

• 2-4+ years of experience being a people manager

• 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