Compensation Manager

Tempus AI•Chicago, IL

1d•Hybrid

About The Position

Tempus is seeking a highly analytical and dynamic Compensation Manager to serve as a key driver across both broad-based corporate compensation and sales incentive design. In this role, you will operate at the intersection of compensation strategy and execution, managing core programs like base pay, annual merit cycles, and job architecture, while serving as a foundational expert in optimizing our sales commission plans. This role is a unique hybrid opportunity for a seasoned compensation specialist looking to maintain a broad corporate scope while leveraging technical expertise in sales incentive plan effectiveness and design. You will partner closely with HR Business Partners, Recruiters, Finance, and Sales Operations to ensure our programs are externally competitive, internally equitable, and robustly aligned with business performance.

Requirements

A minimum of 7 years of professional experience dedicated to corporate broad-based compensation design and administration
At least 2 years of direct experience focused on sales incentive plan design, tracking metrics, or sales compensation analytics is preferred
Experience working within SaaS, biotech, life sciences, or similar high-growth, performance-driven environments is preferred
Advanced proficiency in Microsoft Excel or Google Sheets, with a proven ability to build metrics, manage large data sets, and derive strategic conclusions from raw data.
Workday experience preferred.
Demonstrated ability to manage complex cross-functional timelines, coordinate inputs from multiple stakeholders, and navigate ambiguity in a fast-paced environment
Clear, confident communicator who can articulate technical compensation frameworks persuasively to business partners and senior leaders

Responsibilities

Act as a compensation subject matter expert for HR Business Partners and Recruiters. Provide hands-on guidance on offer structuring, salary band interpretation, and total rewards philosophy to ensure consistent and equitable application of compensation policies across the organization.
Lead the end-to-end project management of the annual sales incentive plan (SIP) cycle, including design, stakeholder approval processes, and organizational communication. Partner with Sales Leadership, Finance, and Sales Operations to review commission plan metrics, analyze effectiveness, and establish rigorous workflows to reduce ad-hoc plan changes.
Analyze candidate offers against internal structures and market benchmarks to provide clear, actionable recommendations that minimize exception requests while maintaining competitive positioning.
Act as a trusted advisor to HRBPs, recruiters, and business leaders; translate complex pay structures and benchmarks into clear, actionable advice. Develop tools and training materials to empower HRBPs and Recruiters to make data-driven decisions.
Conduct comprehensive external market analyses and job matching using third-party compensation surveys (e.g., Radford) to ensure pay levels, structures, and pay mixes remain competitive.
Evaluate job descriptions and internal structures to accurately slot net new roles and backfills into the established job architecture.
Support the annual compensation review process by preparing data, analysis, and tools that enable managers to make informed, equitable pay decisions.
Ensure all broad-based and incentive compensation practices strictly comply with regional and federal labor laws, including pay transparency and FLSA designations.
Identify opportunities to automate, streamline, and scale recurring transactional workflows and data administration utilizing compensation technologies.