Compensation Manager
Designs and manages compensation programs for Go-to-Market and Marketing organizations, advising leaders on pay structures, equity, market pricing, cycles, and pay equity. Requires a bachelor’s degree or equivalent experience, 8+ years of relevant experience, strong analytics, and HRIS expertise.
About the job
Responsibilities
- Facilitate corporate compensation programs, including annual compensation review cycles, promotion cycles, pay equity reviews, market calibration, and survey participation.
- Design and deliver scalable compensation structures and methodologies in partnership with the broader compensation team.
- Create and deliver training materials on compensation fundamentals for leaders and managers.
- Create compensation models and dashboards; analyze data, communicate insights, and recommend solutions.
- Partner with stakeholders and subject matter experts across teams to address evolving business needs.
- Manage relationships with leaders, stakeholders, and internal and external partners.
- Own compensation products from inception through delivery with a customer-focused approach.
- Develop compliant policies and processes that support innovation and growth while minimizing risk.
- Document compensation decisions, methodologies, processes, and policies in the compensation repository.
- Advise HR Business Partners and senior business leaders on operational issues and scalable, automated solutions.
Requirements
- Bachelor’s degree or equivalent experience.
- 8+ years of relevant experience, preferably supporting technical organizations.
- Experience with equity compensation structures at a publicly traded company.
- Project management experience and expertise in compensation program design, delivery, and change management.
- Strong compensation analytics background, including modeling and dashboards.
- Advanced spreadsheet proficiency.
- Strong experience with a Human Resources Information System, preferably Workday.
- Experience with market pricing, survey participation, and accessing provider survey data.
- Understanding of sales compensation plans and structures, including pay mix and on-target earnings (OTE).
- Extensive knowledge of HR products and services and HR strategies for talent identification, attraction, engagement, and retention.
- Strong verbal, written, interpersonal, analytical, and problem-solving skills.
- Ability to work effectively in a dynamic, ambiguous environment.
Nice-to-haves
- Experience designing or administering sales compensation.
- Experience with PAVE, Compa, or other compensation tools.
Compensation and Benefits
- Estimated pay ranges:
- Colorado or Washington, D.C.: $128,560.00–$160,700.00
- New York, Washington State, or California outside the San Francisco Bay Area: $136,000.00–$170,000.00
- San Francisco Bay Area, California: $151,120.00–$188,900.00
- May be eligible for equity and a corporate bonus plan.
- Benefits generally include health insurance, a 401(k) retirement account, paid sick time, paid personal time off, paid parental leave, wellness leave, and other time-off programs.
- Approximately 10% travel is anticipated, including occasional in-person project or team meetings.
Skills
Compensation Analytics, Compensation Modeling, Compensation Dashboards, Equity Compensation, Sales Compensation, Market Pricing, Pay Equity, Workday, Spreadsheets, Project Management, Job Architecture, Human Resources Information Systems, Pave, Compa, On-Target Earnings
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