Global Compensation Manager

Conga•Houston, MA

2d•Hybrid

About The Position

As the Global Compensation Manager at Conga, you will own the implementation and administration of global compensation programs within Conga’s fast-paced environment. This is a high-impact individual contributor role where you will serve as the expert and executor. You will operate at the intersection of compensation design, financial rigor, and people impact, and will be responsible for owning and evolving Conga's global compensation programs. Your role will involve translating market intelligence and business needs into scalable, competitive, and equitable pay structures to attract and retain top talent worldwide. This position goes beyond compensation administration; it focuses on building programs and executing initiatives that support the People Team's priorities and Conga's growth strategies. You will collaborate closely with Finance, People Partners, HR Ops, HRIS, IT, Payroll, and business leaders, acting as the subject matter expert and advisor. As an individual contributor, you will bring deep compensation expertise along with the autonomy, project management discipline, and a bias for action and speed to drive initiatives independently and at Conga’s pace.

Requirements

7+ years in compensation roles, preferably in SaaS organizations.
Deep knowledge of global market practices, pay program design, and compensation operations.
Experience leading or significantly contributing to end-of-year processes (merit, bonus, equity), global salary structure design, and LTI administration.
Experience building and presenting comprehensive budget and scenario models in Excel that drive executive-level decisions backed by data.
Strong project management skills, including aligning multiple stakeholders, managing competing deadlines, and building project plans and governance.
Experience owning implementations or redesigns end-to-end.
Strong processes in place to minimize errors, with a willingness to own, correct, and communicate transparently when errors occur.
Continuous mindset of auditing data and processes to find optimization and simplification opportunities.
Ability to see issues holistically, follow the flow of data to get to root causes, and identify patterns.
Ability to translate complex analysis into clear, actionable recommendations that resonate with both HR and Finance audiences.
Proactively identify gaps and take ownership.
Entrepreneurial spirit and ability to put proposals together without being asked.
Resourceful and collaborative approach to problem-solving.
Clear, deliberate, and collaborative communicator, able to initiate discussions and translate complex compensation concepts for non-compensation audiences.
Embrace AI as a force multiplier in day-to-day work, defaulting to AI-assisted workflows and actively looking for new ways to apply them to compensation work.
Experience with Workday Advanced Compensation, data analytics tools (like Power BI), compensation benchmarking platforms (like Radford/AON, WTW, or similar), and project management tools.

Nice To Haves

Experience with benefits administration (US and Canada) is a plus.
Successful completion of a bachelor's degree in Human Resources, Finance, Business Administration, or a related field is highly preferred.
CCP (Certified Compensation Professional) designation is a plus.

Responsibilities

Owning the revamp of Conga's global salary structure, redesigning global pay bands for greater market alignment, simplicity, and faster execution.
Owning the implementation of the new Compensation tool, cross-functionally partnering with vendors, People Partners, Talent Acquisition, HRIS, and other stakeholders to configure, test, and deploy the solution globally.
Driving Annual Compensation Planning (ACP), owning the full end-of-year cycle including merit, bonus, promotion, and additional adjustments, as well as the pay-for-performance corporate bonus payout program globally.
Conducting complex budget modeling, building and presenting comprehensive compensation budget models to support annual planning and pay-for-performance strategies.
Owning Pay-for-Performance Corporate bonus payouts, modeling accurate Individual Performance Factors (IPFs) to drive pay decisions aligned with each ELT organization's performance distribution, and calculating and executing corporate bonus payouts accurately and on schedule.
Leading Long-Term Incentive Plans (LTIP) administration, owning the day-to-day administration of LTIP and preparation of quarterly Board review materials.
Driving compensation benchmarking and survey participation, managing vendor relationships and ensuring data is current and competitive.
Supporting high-priority People Team initiatives including performance management redesign, new hire offer strategy, and compensation communications globally.
Leveraging AI tools, including Claude, to accelerate compensation work, from drafting communications and building modeling frameworks to researching market trends and synthesizing survey data.