Manager, Compensation Analytics & Automation - Remote (CST or EST)

Are you looking to accelerate your career without having to hide your authentic self—a place where you can be you? At OneDigital, we are on a mission to help people do their best work and live their best lives. From the services we offer to the way we show up for each other each day, we are fueling dreams, achieving big goals, and embracing each other’s truest selves. We understand that pursuing a new job is a big deal. Maybe you’re afraid you won’t fit in. Well, here’s the good news: for us, the days of “fit in to get in” are over, and being different is not a barrier to getting ahead. Greatness comes in all shapes, sizes, colors, and experience levels. If you are looking for a people-first culture that is wired for growth, driven to serve, and totally committed to having your back, give us a shot. Your best life awaits.

Must be eligible to work in the United States without the need for work visa or residency sponsorship.

About the role

OneDigital's People Innovation & Technology team is looking for a builder-minded compensation professional to own and modernize our Corporate Compensation Center of Excellence. We're not looking for a career comp historian or a deep Workday-config specialist—we're looking for a reasonable, savvy comp generalist who is genuinely excited to apply AI to real compensation problems. You'll own our benchmarking agent, our job grading and market pricing process, and have access to a robust internal fellowship program to help you build new AI-powered tools. The title reflects the level of ownership and market positioning of the role; it is structured today as an individual-contributor seat with real potential to grow in scope over the next 18-36 months as the function matures.

Responsibilities

• Own and continuously improve our AI-powered compensation benchmarking agent—managing its inputs, tuning its outputs, and expanding what it can do.
• Lead job grading, leveling, and market pricing/benchmarking to keep our compensation structures competitive and defensible.
• Partner with our internal AI fellowship program to design, prototype, and ship new AI-based tools that modernize compensation workflows (e.g., merit/bonus modeling, offer analysis, pay equity checks).
• Manage the core annual compensation cycle fundamentals: merit and bonus planning, budgeting, and incentive plan administration.
• Conduct pay equity reviews and flag compression, equity, or compliance risks proactively.
• Build lightweight dashboards and self-service reporting that give managers and leaders clear visibility into pay and market position.
• Partner with the People Technology team on compensation-related data needs—note: this role does not own Workday compensation configuration/support.
• Represent a pragmatic, business-savvy point of view for the compensation function rather than a rigid, process-heavy approach.

Requirements

• Solid working knowledge of core compensation fundamentals—benchmarking, job grading, budgeting, total rewards basics. You don't need to be the deepest comp technician in the room.
• Genuine curiosity and enthusiasm about applying AI/tech to compensation problems—this matters more than years of traditional comp tenure.
• Comfortable prototyping, testing, and building with AI-based tools, or eager to learn how (our fellowship program will support this).
• 2-5+ years of compensation or People analytics experience; open to candidates with less traditional comp backgrounds if the builder mindset is strong.
• Strong Excel/analytical skills; exposure to SQL, Power BI, or scripting is a plus but not required.
• Comfortable owning a function independently as an individual contributor—no people-management experience required for this seat.

Why This Role

This is designed as a launchpad role—manager-level title and real ownership from day one, with a clear path to grow in scope over the next 18-36 months as our Compensation Center of Excellence matures. It's an ideal fit for someone who's less interested in being a traditional comp lifer and more excited about being a hands-on builder who uses AI to modernize how compensation actually gets done.

Pay

The typical base pay range for this role nationwide is $110,000 to $120,000 per year. Your base pay is dependent upon your skills, education, qualifications, professional experience, and location. In addition to base pay, some roles are eligible for variable compensation, commission, and/or annual bonus based on your individual performance and/or the company’s performance.

Benefits

• Health, wellbeing, retirement, and other financial benefits.
• Paid time off, overtime pay for non-exempt employees.
• Robust learning and development programs.
• Reimbursement of job-related expenses per company policy.
• Employee perks and discounts.