Compensation Manager

Conteúdo da vaga extraído em seções para revisão mais rápida.

Lead the annual review of compensation bands, benchmarking against market data (Radford/Pave) and providing recommendations to the business.
Own and drive the annual Radford compensation survey submission and data output analysis.
Own compensation planning cycles end-to-end, including bonus and merit cycles, using Pave and/or Workday.
Partner with Recruiting/PBPs to deliver consistent, competitive offer recommendations and serve as a compensation advisor throughout the candidate lifecycle.
Support global expansion efforts by establishing competitive, compliant compensation structures across all jurisdictions in which we operate.
Collaborate with the HRIS team to migrate compensation data from spreadsheets into Workday, improving data integrity and accessibility.
In your first 90 days, you will assess existing compensation bands, support the Radford survey submission, and build relationships with key stakeholders across PBPs, Finance, and Recruiting.

Demonstrated experience in compensation, total rewards, or a related HR function — ideally at a high-growth tech startup.
Strong analytical skills; comfortable working with large data sets, building models in Excel/Sheets, and translating data into clear recommendations.
Experience working with compensation survey data (Radford/Pave strongly preferred).
Excellent communication and stakeholder management skills — able to present to and influence senior leadership.
Comfort operating as both strategist and executor; willing to roll up your sleeves and get things done without a large team beneath you.
Experience with global compensation, including working in or alongside an EOR (e.g., Remote, Deel) is a strong plus.
Familiarity with Pave and/or Workday is a strong plus.
Tech startup experience preferred — you're comfortable with ambiguity, fast pace, and evolving priorities.

We are customer obsessed — We focus on delivering solutions to our customers that create value and make their lives better.
We have a bias for intentional action — We prioritize, plan, try things, and fail fast.
We don't take ourselves too seriously (but we do serious work) — We are solving an important problem which takes focus, but we also like to enjoy the journey.
We trust each other and assume good intentions — We're transparent with decisions to empower team members to make well informed decisions.

Flexible & Remote-First Culture: Work remotely with team meetup opportunities, bi-annual destination summits, and a monthly stipend for coworking spaces, phone and internet costs.
Our Approach to Equity: Receive stock options upon hire and promotion. Plus, you can participate in secondary offerings and have 10 years to exercise your options (yes, you read that correctly: 10 years!).
100% Covered Health Insurance: We cover 100% of your health, vision and dental insurance premiums for you and your dependents. Nothing comes out of your paycheck.
∞ Flexible Time Off: Take the time you need – to do our best work, we need to recharge and reset.
18 Weeks Paid Parental Leave: We offer 18 weeks for birthing parents and 12 weeks for non-birthing parents, with the option to use it all at once or throughout your child's first year.

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