Manager, Compensation

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

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