Compensation Manager

This is a fully remote position, open to applicants in United States.

📋 Description

• Assess Evolve's existing job structure, pay scales, salary bands, and leveling, and revamp them to ensure internal equity, market competitiveness, and growth.

• Develop a performance-based compensation strategy that links performance outcomes to merit, promotions, bonuses, and equity decisions.

• Collaborate with Talent Management to incorporate compensation into the EPIC performance framework and calibration process.

• Partner with Finance and business leaders to ensure that annual bonus and commission plans align with customer and business outcomes.

• Design and oversee the annual merit, promotion, and bonus cycles from start to finish, including budget modeling, guidelines, and tools for managers and leadership.

• Provide education for managers and employees on compensation philosophy, ranges, levels, performance-based pay, and total compensation.

• Prepare managers for open discussions about pay.

• Counsel People Business Partners, Talent Acquisition, and leadership on offers, promotions, transfers, and off-cycle adjustments.

• Ensure compliance with pay transparency, FLSA, and pay equity requirements by conducting regular audits.

• Leverage data and market insights to evaluate program effectiveness and suggest enhancements.

• Integrate AI and automation into compensation analysis and workflows.

⛳️ Requirements

• 5-7 years of experience in compensation, including designing job architecture, salary structures, and incentive plans.

• Proven experience in creating or revamping a pay-for-performance program and demonstrating its impact on retention, performance, or business outcomes.

• Background in a high-growth or private-equity-backed organization.

• Strong business acumen, with the ability to engage in discussions regarding P&L and growth with Finance and business leaders, and effectively communicate with executives.

• Practical experience as a builder, comfortable working with spreadsheets and in boardroom settings.

• Proficient in AI and its application for analysis, modeling, and compensation workflows and tools.

• Advanced skills in Excel and Google Sheets.

• Experience with HRIS; Rippling preferred.

• Bachelor’s degree in business, finance, HR, or a related field, or equivalent experience.

• CCP designation is a plus.

• Extensive knowledge in compensation design, including job leveling, market pricing, salary structures, merit and promotion budgeting, bonuses, commissions, and equity.

• Familiarity with federal and state pay transparency laws, FLSA, and pay equity analysis.

• Strong analytical and modeling capabilities, with a keen attention to detail and accuracy at speed.

• Ability to educate and clearly communicate complex compensation concepts through training, toolkits, and straightforward guidance.

• Comfortable working in ambiguous situations, managing multiple projects simultaneously, and developing programs from inception.

• Capacity to build trust and influence across all organizational levels without formal authority.

• Must reside in an approved U.S. location by the first day; hiring is open in all U.S. states except D.C. and Hawaii.

🏝️ Benefits

• Competitive pay in the industry.

• Equity opportunities in the company.

• 401(k) plan with a 4% immediate vesting match.

• 16-18 weeks of paid parental leave for birthing parents.

• 10 weeks of paid parental leave for non-birthing parents.

• Infertility coverage available.

• Comprehensive medical, dental, and vision insurance plans.

• 100% employer-paid dental and vision coverage for individual plans.

• Affordable medical insurance options.

• 10 complimentary mental health visits.

• Pet insurance provided.

• Generous paid time off (PTO).

• Remote work options for full-time exempt employees.

• Sick leave benefits.

• Paid holidays.

• Personal holiday allowance.

• Annual Evolve travel credit after one year of service.

• Discounts on stays at all Evolve properties.

• Exceptional onboarding programs.

• Access to learning and development resources.

• Participation in Employee Resource Groups.