Compensation Manager

Compensation

• Enterprise Compensation Strategy:
  • Lead the design and administration of company-wide compensation programs, including base pay, short-term incentives, and long-term incentives.
  • Develop scalable compensation frameworks that effectively support field, professional, and leadership populations.
  • Establish job architecture, salary structures, and career frameworks that promote internal equity and growth.
  • Conduct market benchmarking to ensure competitiveness across industries, functions, and geographies.
• Field Compensation Programs:
  • Design and manage compensation strategies for a geographically distributed workforce, accounting for regional labor markets and operational demands.
  • Develop and maintain geographic pay differentials, wage structures, and location-based compensation practices.
  • Partner with operational leaders to align compensation with workforce planning, productivity, recruitment, and retention needs.
• Professional & Corporate Compensation:
  • Manage compensation programs for professional and corporate roles, ensuring alignment with functional labor markets.
  • Support job leveling, market pricing, and career progression frameworks across business functions.
  • Partner with HR Business Partners and functional leaders to provide guidance on offers, promotions, and internal movement.
  • Ensure alignment between pay practices and organizational performance, skills, and talent strategy.
• Leadership & Equity Compensation Programs:
  • Manage and administer equity compensation programs for senior leadership and key talent, including RSUs, LTIPs, or other long-term incentive vehicles.
  • Aid in the development of executive and leadership compensation strategies, balancing base pay, incentives, and equity.
  • Partner with Finance and Legal to ensure compliance with equity governance, accounting standards, and regulatory requirements.
  • Oversee equity grant cycles, redemptions, approvals, tracking, and reporting.
• Annual Compensation Processes:
  • Lead the annual compensation planning cycle across field, professional, and leadership populations, including merit increases, bonuses, and equity grants.
  • Develop tools, guidelines, and training to enable leaders to make informed and consistent pay decisions.
  • Build and maintain compensation analytics and dashboards to provide insights across workforce segments.
  • Conduct pay equity analyses across job levels, functions, and geographies; recommend and implement adjustments as needed.
  • Partner with Finance on workforce cost modeling, forecasting, and budgeting.

Qualifications

• Bachelor’s degree in Human Resources, Finance, Business, or related field.
• 5–8+ years of progressive compensation experience.
• Working knowledge of equity compensation programs and long-term incentive structures.
• Strong analytical and modeling skills.
• Certified Compensation Professional (CCP) or similar certification preferred.
• Experience in multi-site or field-intensive industries.
• Familiarity with equity administration platforms, such as Carta.
• Experience supporting executive compensation and Board-level processes.