Compensation Manager

MQ Referrals Only

4h•Remote

About The Position

As Marqeta’s Compensation Manager, you will serve as a strategic compensation business partner and design, plan, and implement compensation programs, policies, and processes for our teams. We envision this high impact role as a strong influencer with the business. You will work with leadership and cross-functional People Experience team members to create tailored solutions that meet our organizational needs while balancing market competitiveness and fiscal responsibility. This position sits on the Total Rewards team and will be one of three members on the Compensation team. We work Flexible First. This role can be performed remotely in the United States, only in one of our National locations, which you can review here.

Requirements

Significant experience in global compensation, including developing, recommending, implementing, and administering compensation programs
Prior experience with high-growth tech companies scaling their business and workforce
Flexible, growth mindset, comfort with ambiguity and change
Demonstrated success balancing aiming for excellence versus a sense of urgency. Detail-oriented with a high level of accuracy and strong time management skills
Exceptional results orientation with a high degree of personal initiative
Collaborative team player with a customer centric approach and focus on doing what is best for the business
Proven problem-solving skills as well as an ability to manage multiple tasks simultaneously to successful completion in a fast-paced environment
Excellent verbal and written communication skills
Strong ability to foster relationships
Advanced Google Sheets expertise and ability to create, organize and manipulate large sets of data in complex spreadsheets. Or the same in Excel and a willingness to learn and work predominantly in Google Sheets
Familiarity with Workday, including hands-on experience coaching managers through at least one compensation cycle in the system

Nice To Haves

Bachelor's or Master's degree in a field related to Finance, Business management/administration, or Human Resources
Certified Compensation Professional (CCP)

Responsibilities

Advisory – Act as the primary partner for assigned business function client groups and serve as a strategic advisor on complex compensation matters
Design – Partner with People Business Partners (PBPs), business leaders, and managers to design compelling, scalable compensation solutions, by seeking to understand the desired outcome, sharing expertise, and proposing solutions
Program Management – Collaborate with PBPs, Talent Acquisition, Finance, and other internal stakeholders to ensure seamless execution of compensation programs. Facilitate annual merit, bonus, and equity programs for assigned client groups.
Market Intelligence – Partner across the compensation team to manage the job and compensation structure related to your client groups. Conduct quarterly and ad-hoc analyses ensuring external competitiveness, internal equity, and legal compliance. Monitor trends affecting compensation. Support pay transparency and other required reporting. Complete required survey participation. Stay abreast of industry best practices and changes in legislation related to compensation
Analysis – Conduct modeling and analysis on all aspects of compensation which may include building analytical models that predict or identify compensation related issues. Evaluate existing roles and provide consultation on new roles using a combination of internal and external data
Audit & Compliance – Lead the efforts to review global pay gap reporting, and compliance with emerging regulations such as the EU Pay Transparency Directive and CSRD. This role involves analyzing compensation data, preparing for pay transparency, and implementing strategies that promote fairness. In addition, this person will ensure our procedures are SOX compliant.
Communication & Education – Develop and deliver efficient and effective presentations to influence decision making. Develop training and educational tools to communicate compensation philosophy, programs, fundamentals, and tools
Governance – Partner with Talent Acquisition and PBPs on new hire offers and internal mobility
Administration – Partner with HRIS, Payroll, and Equity teams to ensure proper transmission of payment and award data

Benefits

Multiple health insurance options
Flexible time off – take what you need
Retirement savings program with company contribution and after tax contributions
Equity in a publicly-traded company and an Employee Stock Purchase Program
Family-forming benefits, fertility support, and up to 20 weeks of Parental Leave
Free therapy sessions, financial and professional coaching, and legal advice
Monthly stipend to support our remote work model
Annual “development dollars” to support our people growth and development
Through Flex First, the freedom to live and work wherever you and your family

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