Staff Compensation Manager
Leads executive compensation strategy, designs scalable frameworks, and provides data-driven insights for high-impact decisions. Partners with leadership on market-competitive programs, M&A integration, and total rewards alignment. Requires 8+ years in compensation and strong analytical skills.
About the job
Responsibilities
- Lead the design and evolution of executive (M5+) compensation frameworks, including base, equity, and incentive structures leveraging market insights and robust best practices.
- Provide analysis and recommendations to support senior leadership decisions on complex compensation matters.
- Ensure executive compensation decisions are aligned with company strategy, internal equity, and external competitiveness.
- Lead and support high-impact compensation initiatives such as M&A integration, job architecture evolution, and organizational design changes.
- Develop frameworks that enable consistent and scalable approaches to compensation across the organization.
- Partner cross-functionally to ensure compensation strategies align with broader People and business initiatives.
- Develop and maintain market pricing strategies across roles, functions, and geographies.
- Support expansion into new cities and markets by providing competitive, data-driven compensation recommendations.
- Analyze external market trends and internal data to inform proactive compensation strategies.
- Leverage data to generate insights that inform compensation decisions and highlight risks or opportunities.
- Build and refine models to support workforce planning, retention analysis, and compensation scenarios.
- Provide structured options and tradeoffs to guide senior leadership decision-making.
- Design and implement tools, templates, and frameworks that improve consistency, efficiency, and scalability of compensation processes.
- Partner with Compensation Analysts and HRIS to ensure data integrity and effective system integration.
- Partner with People Partners, Finance, Recruiting, and business leaders to align compensation strategies with business needs.
- Act as a trusted advisor on complex and sensitive compensation topics.
- Support integration of compensation within the broader Total Rewards strategy, including alignment with benefits programs.
Qualifications
- Bachelor's degree in Human Resources, Business, Finance, or a related field (Master’s degree or relevant certifications are a plus).
- 8+ years of experience in compensation, with exposure to executive compensation and strategic program work.
- Strong analytical and problem-solving skills, with experience in modeling and data-driven decision-making.
- Deep understanding of compensation practices, market benchmarking, and regulatory considerations.
- Ability to operate in ambiguous environments and drive clarity through structured thinking.
- Strong communication and influencing skills, including the ability to engage with senior leaders.
- Proven ability to build scalable tools, frameworks, and processes.
- High attention to detail and strong organizational skills.
Skills
Compensation Modeling, Market Benchmarking, Executive Compensation, Data Analysis, Excel, HRIS, Workforce Planning, Retention Analysis, Market Pricing, Total Rewards
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