Compensation Manager

What you’ll do as a Compensation Manager at Vanta:

• Own compensation partnership for the EPD and G&A populations — serve as the primary point of contact for benchmarking, band questions, and comp decisions across these groups
• Lead comp cycle programs and enablement end-to-end — own year-end and mid-year cycles from timeline and resources to manager enablement and close-out reporting
• Build and maintain analytical models — comp scenario modeling, band analysis, equity burn projections, and internal equity reports; translate complex findings into clear, actionable recommendations for business stakeholders
• Manage and optimize our compensation and equity systems, including Pave and Carta, ensuring data integrity and consistency as we scale
• Partner proactively with PBPs, Finance, and EPD leadership to align compensation with workforce strategy — surface risks and insights before being asked, and serve as a trusted thought partner on comp decisions
• Identify and close gaps in comp infrastructure — improve operational workflows, documentation, and tooling, with a view toward automating and standardizing them to support a larger, global team over time
• Support compensation-related compliance initiatives, helping ensure our practices remain competitive and consistent as we expand
• Use AI tools to amplify your impact — we expect everyone at Vanta to actively explore how AI can make them more effective in their role

How to be successful in this role:

• 5+ years of in-house compensation experience at a technology company, with demonstrated program ownership at the senior individual contributor level
• Hands-on experience leveraging Radford — job matching, data pulls, and benchmarking methodology (required)
• Track record of owning full compensation cycles end-to-end (merit, equity, promotions) independently in-house, not in a support or coordination capacity
• Strong analytical modeling skills combined with the ability to translate complex findings into clear recommendations for business leaders and non-technical stakeholders
• Demonstrated ability to build trust with PBPs, Finance, and managers as a proactive thought partner who surfaces issues before being asked
• Experience at organizations of 1,000+ employees; pre-IPO or public company exposure preferred
• EPD population experience is a plus
• Must be authorized to work in the U.S. without the need for current or future employer sponsorship
• Open to using AI to amplify their skills and strengthen their work - demonstrating curiosity, a willingness to learn, and sound judgment in applying AI responsibly to improve efficiency and impact

What you can expect as a Vanta’n:

• Industry-competitive salary and equity
• Comprehensive medical, dental, and vision coverage, with 100% of employee-only benefit premiums covered for most medical plans
• 16 weeks paid Parental Leave for all new parents
• Health & wellness stipend
• Remote workspace, internet, and cellphone stipend
• Commuter benefits for team members who report to the SF and NYC office
• Family planning benefits
• Matching 401(k) contribution with immediate vesting
• Flexible PTO policy, plus 80 hours of Sick Time
• 11 company-paid holidays
• Virtual team building activities, lunch and learns, and other company-wide events!