Staff Compensation Manager

Lead and support high-impact compensation initiatives such as job architecture evolution, organizational design changes, and M&A integration.

Provide analysis and recommendations to support senior leadership decisions on complex compensation matters.

Lead the design and evolution of executive (M5+) compensation frameworks, including base, equity, and incentive structures- leveraging market insights and robust best practices.

Ensure executive compensation decisions are aligned with company strategy, internal equity, and external competitiveness.

Develop frameworks that enable consistent and scalable approaches to compensation across the organization.

Partner cross-functionally to ensure compensation strategies align with broader People and business initiatives.

Develop and maintain market pricing strategies across roles, functions, and geographies.

Support expansion into new cities and markets by providing competitive, data-driven compensation recommendations.

Analyze external market trends and internal data to inform proactive compensation strategies.

Leverage data to generate insights that inform compensation decisions and highlight risks or opportunities.

Build and refine models to support workforce planning, retention analysis, and compensation scenarios.

Provide structured options and tradeoffs to guide senior leadership decision-making.

Design and implement tools, templates, and frameworks that improve consistency, efficiency, and scalability of compensation processes.

Partner with Compensation Analysts and HRIS to ensure data integrity and effective system integration.

Partner with People Partners, Finance, Recruiting, and business leaders to align compensation strategies with business needs.

Act as a trusted advisor on complex and sensitive compensation topics.

Support integration of compensation within the broader Total Rewards strategy, including alignment with benefits programs.