Sr. Compensation Manager

About the Role

We are seeking a seasoned compensation professional to serve as the architect of STACK's compensation function. This role carries end-to-end accountability for support and management of our full-scale compensation programs—from philosophy and strategy through design, execution, and governance—and for running them with operational excellence as the organization scales. Reporting to the Director, Total Rewards, you will operate in a hands-on, individual contributor role who manages and provides expertise around the compensation function. You will be a subject matter expert and decision-shaper on compensation, advising leadership and partnering across teams to ensure our pay programs are market-competitive, internally equitable, compliant, and clearly understood.

Responsibilities

• Compensation Strategy, Program Design & Job Architecture: Advise on STACK's enterprise compensation strategy; evolve and maintain STACK's compensation infrastructure including salary structures, pay ranges, geographic differentials, and career-level frameworks aligned to our job architecture; establish job evaluation and leveling methodology; build compensation programs that scale with organizational growth.
• Market Pricing & Benchmarking: Own survey participation, market data strategy, and benchmarking across compensation survey sources; conduct market pricing for new and existing roles including critical facilities, engineering, and development positions; monitor labor market trends and proactively advise on emerging pay pressures, skill premiums, and retention risks; perform range penetration, compa-ratio, and internal equity analyses; partner with Talent Acquisition to develop competitive offer strategies.
• Annual Compensation Cycle & Administration: Support and eventually administer the annual compensation review cycle end-to-end including merit, promotion, bonus and market adjustment budgeting, manager guidance, calibration support, and executive reporting; oversee day-to-day compensation operations including new hire offers, promotions, internal transfers, equity reviews, and exception requests; leverage Workday to administer programs and streamline processes.
• Incentive & Variable Pay Programs: Document and administer variable pay programs including annual bonus plans, spot bonus and recognition programs, and role-specific incentives; model plan costs and payout scenarios in partnership with Finance; evaluate program effectiveness and recommend design changes that strengthen the link between pay and performance.
• Compliance & Governance: Ensure compensation programs comply with applicable federal, state, and local requirements including FLSA classification, pay transparency, and pay equity laws; establish compensation governance including approval authorities, documentation standards, and audit routines; conduct periodic pay equity reviews and support remediation planning.
• Analytics, Reporting & Executive Support: Build and maintain compensation dashboards and analytics that inform workforce planning, budgeting, and organizational design decisions; serve as a strategic advisor on compensation implications of organizational design, workforce planning, new market entry, and new entity formation; educate managers and employees on compensation programs.

Must-have Qualifications

• Bachelor's degree in Human Resources, Business, Finance, Economics, or a related field, or equivalent experience
• 5-10 years of progressive compensation experience, including ownership of broad-based compensation program design, administration, and governance
• Demonstrated experience building a compensation function or major program suite from the ground up—compensation philosophy, salary structures, job architecture, leveling frameworks, and incentive plans—not solely administering established programs
• Demonstrated ability to operate autonomously as a sole practitioner: personally executing survey submissions, modeling, cycle administration, and executive materials without analyst or administrative support
• Hands-on experience with market pricing and salary survey management (e.g., Radford, Mercer, WTW, or similar sources)
• Experience owning an annual compensation cycle end-to-end, including merit and promotion budgeting, calibration, executive approval, and communication
• Experience designing or administering variable pay programs, including annual bonus and recognition programs
• Working knowledge of FLSA, pay transparency, and pay equity requirements in a multi-state environment
• Advanced Excel skills, including complex modeling and large-dataset analysis; highly proficient in MS Word and MS PowerPoint
• Experience with HCM compensation modules, preferably Workday
• Strong analytical, problem-solving, and project management skills, with high attention to detail and data accuracy
• Executive presence and advisory skill: a track record of presenting compensation strategy and recommendations directly to C-level leadership and influencing decisions
• Excellent communication and stakeholder management skills, including the ability to explain complex compensation concepts to executives, managers, and employees
• High degree of discretion and sound judgment in handling confidential information

Preferred Qualifications

• Certified Compensation Professional (CCP) or comparable certification (strongly preferred)
• Exposure to executive compensation, including benchmarking, incentive design, or compensation committee support
• Experience in data centers, construction, real estate, critical infrastructure, or another asset-intensive, high-growth industry
• Experience with Workday Advanced Compensation and compensation reporting
• Experience supporting compensation integration through organizational restructuring, new entity formation, or M&A
• Experience in fast-paced, high-growth, or rapidly evolving organizations

What Successful Candidates Will Be Known For

• Owning a function end-to-end—setting strategy, building foundations, and personally delivering flawless execution without a team behind them
• Bringing analytical rigor and market insight to every pay recommendation
• Serving as a trusted, pragmatic advisor to the ELT, managers, and People & Culture partners—comfortable being the final word on compensation matters
• Balancing structure and governance with the speed and flexibility a high-growth business demands
• Communicating clearly about pay in ways that build employee trust and manager capability
• Handling sensitive information with uncompromising discretion and professionalism

This Might Be Right For You If

• You are a strong communicator, persuasive and clear, blending analytics with experience in decision-making
• You do not get flustered easily and can juggle multiple priorities while balancing urgent requests with shifting timelines and deliverables
• You are a team builder who takes time to understand and develop the strengths of your resources while formulating long-term plans for the growth and success of the team
• You are naturally curious and driven toward continual improvement, taking time to review and analyze campaigns for future learning

Compensation

Compensation Range: $128,260.00 - $146,017.59

Location & Schedule

Location: Denver, CO. Travel: 10%.

Benefits

• Healthcare, Dental Care, Vision Insurance, Life Insurance
• Paid Time Off and Paid Leave Programs
• 401K program, flexible spending accounts, and cell phone subsidy
• Peer-to-peer recognition and rewards programs
• Company events, game nights, happy hours, and barbecues

Must be eligible to work in the United States. Must pass comprehensive background and drug screening.