Senior Manager Compensation

The Role

The Senior Manager, Compensation acts as a strategic advisor and key partner to HR and business leadership. This role is responsible for designing, executing, and continuously improving compensation programs while translating business objectives into scalable and effective solutions.

This individual will operate at the intersection of strategy and execution, managing complex and often ambiguous situations. The ideal candidate is analytical, consultative, and highly influential, with the ability to independently lead major initiatives, provide data-driven insights, and align stakeholders while ensuring compliance and internal equity.

Key Responsibilities

• Serve as a trusted advisor to HR and senior leaders on compensation strategy aligned with business goals and market trends
• Lead the design, implementation, and administration of compensation programs, including base salary, short-term incentives (STI), and long-term incentives (LTI)
• Manage core compensation processes such as annual planning cycles, merit increases, bonus planning, and calibration discussions
• Assess complex compensation scenarios and deliver recommendations balancing market competitiveness, internal equity, and cost considerations
• Partner with HR, Finance, and business leaders on new roles, organizational changes, and workforce planning initiatives
• Conduct market benchmarking, salary surveys, and compensation analysis to inform decision-making
• Lead job architecture and evaluation frameworks to ensure consistency and scalability
• Develop financial models, forecasts, and analytics for compensation and equity programs
• Influence cross-functional stakeholders through data-driven insights and clear communication
• Support design and execution of equity and long-term incentive programs, including modeling and communication
• Ensure compliance with applicable compensation regulations and internal governance standards
• Develop and deliver training materials to enhance understanding of compensation practices
• Continuously evaluate and improve compensation programs, tools, and processes