Manager of Compensation

Key Responsibilities

• Lead the development and execution of core compensation programs, including:
• Annual merit planning and budget development
• Annual Long-Term Incentive (LTI) budget modeling and allocation
• Short-term incentive (STI) / bonus accrual forecasting and payout execution
• Partner with Finance and HR leadership to align compensation spend with company performance and financial targets
• Support the design and evolution of compensation frameworks, policies, and guidelines
• Provide working knowledge and support for sales compensation plans, including plan design, quota setting, and payout validation
• Partner with Sales Operations and Finance to ensure alignment and accuracy
• Leverage market data sources (e.g., Radford, Mercer, WTW) to benchmark roles and ensure competitive positioning
• Conduct complex data analysis to identify trends, risks, and opportunities
• Deliver actionable insights and recommendations to senior leadership
• Build and maintain compensation models and tools to support decision-making
• Support the development and maintenance of job architecture, including job leveling and career frameworks
• Ensure internal equity and consistency across roles and geographies
• Provide consultative support on compensation-related requests, including:
• New hire offers and equity recommendations
• Promotions, transfers, and retention cases
• Off-cycle adjustments
• Partner with HRBPs and leaders to balance market competitiveness with internal equity
• Working knowledge of prevailing wage requirements and H-1B regulations
• Ensure compliance with applicable laws, regulations, and internal policies
• Support audits and documentation requirements
• Manage, coach, and develop two direct reports, fostering a high-performance and collaborative team environment
• Set clear priorities and ensure delivery against tight deadlines and competing demands
• Review and validate team outputs for accuracy, quality, and strategic alignment
• Build strong cross-functional relationships with HR, Finance, Legal, and business leaders

Qualifications

• 6–10+ years of progressive compensation experience, including program management
• 2-4+ years of experience being a people manager
• Experience leading annual compensation cycles (merit, bonus, equity)
• Strong analytical skills with the ability to manage and interpret large datasets
• Experience working with market data providers such as Radford, Mercer, and/or WTW
• Working knowledge of sales compensation structures
• Familiarity with prevailing wage and H-1B requirements

Skills & Competencies

• Strong business acumen and ability to influence senior-level stakeholders
• Proven ability to manage competing priorities under tight deadlines
• High level of discretion and ability to handle confidential information
• Detail-oriented with strong organizational skills
• Advanced Excel and data modeling skills (experience with SuccessFactor or similar HRIS a plus)
• Excellent communication skills, including the ability to translate data into clear, compelling narratives

Success Measures

• Timely and accurate execution of annual compensation cycles
• High-quality insights and recommendations that influence business decisions
• Strong stakeholder satisfaction and partnership
• Development and retention of a high-performing compensation team