Compensation Manager

This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a Compensation Manager based in the United States. This is an opportunity for a hands-on compensation professional to build and transform compensation programs that connect employee performance with business success. As an individual contributor, you will take end-to-end ownership of compensation strategy, evaluating existing structures and redesigning them to support internal equity, market competitiveness, and organizational growth. You will work closely with People leadership, Finance, Talent Management, and business leaders to create clear, performance-driven pay practices. Your work will shape salary structures, job levels, incentive plans, and the way merit increases, promotions, bonuses, and equity are determined. You will also lead compensation cycles, strengthen manager and employee understanding of pay, and provide guidance on complex compensation decisions. The role combines analytical rigor, strategic thinking, and practical execution in a fast-moving, high-growth environment. You will have the opportunity to use AI and automation to modernize compensation workflows while helping build a transparent, accountable, and high-performing workplace.

Evaluate and redesign the existing compensation framework, including job architecture, job levels, pay grades, and salary ranges, to strengthen internal equity, market competitiveness, and scalability. Develop and implement a pay-for-performance strategy that connects individual and team performance to merit increases, promotions, bonuses, and equity decisions. Partner with Talent Management to integrate compensation practices into performance management and calibration processes, reinforcing ownership, impact, and AI fluency. Collaborate with Finance and business leaders to design and refine annual bonus and commission plans that align employee incentives with business priorities and customer outcomes. Own annual compensation cycles from planning through execution, including budget modeling, guidelines, approval processes, and tools for managers and leadership. Develop educational resources, training, and practical guidance to help managers and employees understand compensation philosophy, salary ranges, job levels, performance-based pay, and total rewards. Equip managers to conduct clear, consistent, and confident compensation conversations with their teams. Advise People Business Partners, Talent Acquisition, and business leaders on compensation decisions involving new offers, promotions, transfers, and off-cycle adjustments. Monitor compliance with federal and state pay transparency regulations, the Fair Labor Standards Act (FLSA), and pay equity requirements. Conduct regular compensation audits and analyses to identify inconsistencies, evaluate equity, and recommend improvements. Use compensation data, market benchmarks, and business insights to measure program effectiveness and assess the impact on talent retention, performance, and organizational results. Incorporate AI and automation into compensation analysis, modeling, and workflows to improve efficiency, accuracy, and decision-making. Requirements: Five to seven years of relevant compensation experience, including compensation program design, job architecture, salary structures, and incentive planning. Demonstrated experience building or significantly overhauling a pay-for-performance program, with evidence of its impact on retention, employee performance, or business outcomes. Experience working in a high-growth or private-equity-backed organization, with the ability to make sound decisions and deliver results when data or processes are still evolving. Strong business acumen, including the ability to understand financial performance, growth objectives, and P&L considerations and translate them into effective compensation strategies. Confidence working with executive stakeholders, alongside a willingness to handle detailed analytical and operational work directly. Strong expertise in compensation design, including job leveling, market pricing, salary structures, merit and promotion budgeting, bonuses, commissions, and equity programs. Working knowledge of federal and state pay transparency laws, FLSA requirements, and pay equity analysis. Advanced Excel and Google Sheets skills, with strong analytical, financial modeling, and data interpretation capabilities. Experience with HR information systems; familiarity with Rippling is preferred. Demonstrated ability to use AI tools and automation to accelerate analysis, improve modeling, and build more efficient compensation workflows. A bachelor's degree in business, finance, human resources, or a related field, or equivalent practical experience. Certified Compensation Professional (CCP) certification is a plus. Excellent communication and presentation skills, including the ability to explain complex compensation concepts in accessible terms through training, toolkits, and clear guidance. Strong organizational skills, attention to detail, and the ability to manage multiple projects while maintaining accuracy and meeting deadlines. Comfort working with ambiguity, building programs from the ground up, and adapting compensation practices as business needs evolve. Ability to build trust, influence stakeholders at all levels, and drive alignment without relying on formal authority. Benefits: Annual base salary: $130,000–$155,000, depending on relevant experience. Equity participation in the company. 401(k) plan with an immediate-vesting 4% employer match. Comprehensive medical, dental, and vision coverage. Employer-paid dental and vision coverage for individual plans, plus a low-cost medical plan option. Ten complimentary mental health visits and access to pet insurance. Paid parental leave of 16–18 weeks for birthing parents and 10 weeks for non-birthing parents. Infertility coverage. Generous paid time off, sick leave, holidays, and a personal holiday, with additional time-off arrangements for eligible full-time exempt employees. Annual travel credit after one year of employment and discounts on property stays. Structured onboarding, learning resources, and professional development opportunities. Employee Resource Groups that support community, inclusion, and connection. Remote work within eligible U.S. locations. The role is not available to candidates residing in Washington, D.C., or Hawaii; additional location-based compensation restrictions may apply in certain states. An inclusive, collaborative working environment that values diverse perspectives and employee growth.