Senior Compensation Manager

Key Responsibilities

• Lead the development, execution, and expansion of Optro’s global compensation strategy and localized pay structures, ensuring market competitiveness, internal equity, and alignment with international growth.
• Design and maintain scalable salary structures, pay bands, and total rewards frameworks that support a high-performance culture.
• Conduct ongoing global market benchmarking and compensation analyses utilizing industry surveys and external data to track market trends.
• Partner with People leaders, Finance, and executive leadership to align compensation structures and incentive plans with evolving business goals and financial models.
• Act as the subject matter expert for People Business Partners and Talent Acquisition on complex compensation requests, including job pricing, competitive external offers, promotions, and out-of-cycle adjustments.
• Oversee the end-to-end administration of compensation cycles (merit, bonus, and equity planning), optimizing HRIS resources to drive seamless execution and global communications.
• Drive compensation analytics, reporting, and dashboard creation to evaluate pay equity, monitor workforce trends, and provide leadership with actionable data for decision-making.
• Lead the design, implementation, and governance of short-term incentive plans, long-term incentives (LTIP), and specialized recognition/retention levers, including budget tracking and compliance.
• Ensure global compliance with federal, state, and local wage and hour regulations (including pay transparency laws); proactively educate internal teams and manage external vendor relationships as required.
• Develop and deliver enablement training, documentation, and coaching to managers and leadership on Optro’s compensation philosophy and policies.

Attributes for a Successful Candidate

• 10+ years in Total Rewards/Compensation
• Proven experience scaling a global company to 1,000+ employees
• Ability to challenge senior leaders on compensation decisions that don’t align with high-performance philosophies
• Comfortable using data to predict future headcount costs and reward risks