Compensation Manager

Chainguard

4d • Remote

About The Position

Chainguard is hiring a Compensation Manager to join our Total Rewards team as a strategic individual contributor. As the company continues to scale rapidly, this role will serve as a key partner to the Global Total Rewards Manager and the broader People team, helping to define and operationalize our compensation philosophy, reviewing and updating our comp bands as needed, and build a world-class global compensation function. This is a highly cross-functional, high-impact IC role. You will work closely with PBPs, Finance, and Recruiting, and will need to balance strategic thinking with hands-on execution.

Requirements

• 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.
• Tech startup experience preferred — you're comfortable with ambiguity, fast pace, and evolving priorities.

Nice To Haves

• 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.

Responsibilities

• 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.
• Assess existing compensation bands, support the Radford survey submission, and build relationships with key stakeholders across PBPs, Finance, and Recruiting within the first 90 days.

Benefits

• 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.
• 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.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Education Level: No Education Listed