Compensation Manager

About the role

Vanta is a company dedicated to helping businesses earn and prove trust through continuous security monitoring. The Compensation Manager role is crucial in rebuilding the compensation function, focusing on end-to-end compensation for the EPD and G&A populations.

Responsibilities

• 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.

Requirements

• 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.

QualificationsMust be authorized to work in the U.S. without the need for current or future employer sponsorship.

Skills

• Compensation management

• Benchmarking and band design

• Compensation cycle execution

• AI tools integration

Benefits

• 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!

• Offices in SF, NYC, London, Dublin, Tel Aviv, and Sydney

Pay

Industry-competitive salary and equity

Schedule

Full-time