The Compensation Manager will bring significant expertise in the development of compensation programs that attract and retain employees across multiple functional areas and disciplines in a competitive and dynamic landscape of the tech world. They will provide guidance to assigned internal clients and collaborate with HR partners in the planning, development, implementation, and administration of compensation programs that support and drive the company’s business strategy. In addition, the Compensation Manager will lead key annual compensation processes, compensation systems and tools infrastructure.
Partner with Compensation leadership to constantly challenge existing processes and tools, ensuring ongoing process and product improvement.
Own and drive the annual and mid-year merit and stock award compensation processes.
Develop and enhance the compensation communication toolkit and conduct HRBP, Recruiters, Manager training on compensation philosophy, tools and processes.
Drive the creation and implementation of a compensation metrics dashboard; utilize metrics to inform/influence HRBP and Manager behavior and compensation decision outcomes.
Assist Compensation leader in conducting annual benchmarking of Our company executive population.
Lead the design and implementation of executive compensation scorecards.
Assist in the job evaluation audit of the executive population.
Ensure participation in executive compensation salary surveys.
Conduct pay-mix studies to highlight market alignment/differences.
Own the sales compensation benchmarking for all Sales roles across Our company.
Lead the design and implementation of sales metrics scorecard approach by partnering with the business/Finance teams.
Partner with Finance to develop and drive a compensation budget tool/tracking system.
Partner with HR and Business leaders to understand the strategies of the businesses supported, the market challenges, and talent needs to support the long-term growth of the business.
Actively seek market intelligence and industry-specific data to obtain in-depth understanding of the market and industry-specific compensation trends for functional roles and inform and recommend solutions to ensure compensation programs are industry aligned and best in class. Create and maintain integrated job families, structures and hiring ranges across all teams supported. Provide recruiters the visibility, tools, resources and support needed to provide timely and competitive offer packages.
Participate in cross-company initiatives and programs.
Bachelor’s degree in human resources, business or related field.
7+ years of compensation experience preferably in a large matrixed organization.
Subject matter expert in all facets of compensation, including executive and sales compensation.
Demonstrated experience in project management, defining, owning and driving key projects from concept to implementation.
Experience with compensation due diligence in mergers and acquisitions.
Experience working in a fast-paced, dynamic culture, ability to manage multiple projects and timelines simultaneously.
Excellent detail orientation, written and verbal communication skills, including the ability to effectively communicate technical information to varying audiences.
Experience with Compensation planning systems, compensation tool development and HRIS systems.
Strong sense of teamwork, conflict resolution skills and relationship builder.
Exceptional analytical and quantitative skills with a commitment to accuracy
Ability to understand and relate to multiple stakeholders from various disciplines (e.g., finance, legal, operations).
CCP (Certified Compensation Specialist).
Work experience with a large corporate employer; experience working with a Tech company/population.
Supervisory experience or experience coaching/mentoring junior comp analysts.
Workday experience is a plus.
Experience in data visualization tools, (e.g., Tableau) is a plus.