Global Compensation Manager

Conga•Boston, MA

3d•$113,920 - $182,270•Hybrid

About The Position

At Conga, we’ve built a community where our colleagues can thrive. Here you’ll find opportunities to innovate and support growth through individual and team development, all within an environment where every voice is heard. Conga lines up commercial operations so companies run as connected, smarter businesses. By unifying the people and processes that drive commerce, Conga aligns pricing, quoting, contracting, rebates, and communications so teams stay in sync and buyers keep moving forward. The result is trusted decisions, consistent buyer experiences, and profitable growth. More than 10,000 customers worldwide, including over 50% of the Fortune 100®, trust Conga when commercial complexity is high and global impact is on the line. As the Global Compensation Manager at Conga, you will own the strategy, implementation, and administration of global compensation programs across Conga's fast-paced, high-growth environment. This is a highly visible individual contributor role where you will serve as both the compensation expert and the primary executor, driving initiatives that directly influence Conga's ability to attract, retain, and motivate top talent worldwide. Sitting at the intersection of compensation strategy, financial rigor, and employee experience, you will design, enhance, and operationalize scalable compensation programs that support business growth while ensuring market competitiveness, internal equity, and organizational transparency. You will leverage market intelligence, business insights, and advanced analytics to develop compensation solutions that enable better talent decisions across the enterprise. This role goes beyond compensation administration. It is an opportunity to shape how Conga rewards performance, supports career growth, and delivers a world-class employee experience across its global workforce. Conga is executing an ambitious growth strategy centered on expanding market share, increasing customer value, and establishing recognized product leadership across every category we serve. Achieving these goals requires attracting and retaining exceptional talent through compensation programs that are competitive, equitable, and aligned with business performance. As Global Compensation Manager, you will play a critical role in advancing the People Team's FY27 strategy built around three key pillars: Simplify, Communicate, and Deliver. Your work will help simplify compensation structures and processes, provide data-driven insights that enable informed decision-making, and ensure flawless execution of critical programs such as Annual Compensation Planning, long-term incentive administration, and global salary structure management. The programs you design and execute will directly impact employee engagement, talent retention, organizational effectiveness, and business performance.

Requirements

7+ years of progressive compensation experience, preferably within high-growth SaaS or technology organizations.
Deep expertise in global compensation design, salary structure management, and compensation operations.
Experience leading or supporting annual compensation cycles, including merit, incentive, and equity programs.
Strong proficiency in compensation modeling, forecasting, and advanced Excel-based analytics.
Demonstrated experience administering long-term incentive and equity compensation programs.
Experience participating in compensation surveys and leading market benchmarking initiatives.
Knowledge of global compensation practices and regulatory considerations.
Experience partnering with Finance, Talent Acquisition, People Partners, and executive leadership.
Experience supporting compensation technology implementations and process improvement initiatives.
Compensation Expertise & Business Acumen: You possess deep compensation knowledge and can balance market competitiveness, internal equity, affordability, and business priorities.
Strategic Thinking: You connect compensation strategies to long-term business objectives and proactively anticipate future workforce needs.
Analytical Excellence: You excel at turning complex compensation data into actionable recommendations that drive informed decisions.
Project Management & Execution: You effectively manage large-scale compensation initiatives, balancing multiple priorities while consistently meeting deadlines.
Continuous Improvement Mindset: You seek opportunities to simplify processes, strengthen controls, and improve the employee and stakeholder experience.
Communication & Influence: You can clearly explain complex compensation concepts to audiences ranging from HR professionals to executives and business leaders.
Accountability & Ownership: You take responsibility for outcomes, maintain high standards, and proactively solve problems in fast-moving environments.

Nice To Haves

Benefits administration experience across the U.S. and Canada is a plus.
Experience with Workday Advanced Compensation or similar compensation management platforms.
Experience using compensation benchmarking tools such as Radford (AON), WTW, Mercer, or equivalent platforms.
Strong proficiency with analytics and reporting tools including Power BI.
Certified Compensation Professional (CCP) designation.
Experience supporting compensation programs across multiple international markets.
Experience leading compensation redesigns or large-scale compensation transformation projects.
Exposure to benefits administration and total rewards program design.
Strong understanding of AI-driven productivity tools and their practical application in compensation work.
Experience preparing executive and Board-level compensation presentations and recommendations.

Responsibilities

Own and continuously evolve Conga's global compensation programs, ensuring alignment with business objectives and market competitiveness.
Design, maintain, and enhance global salary structures, job architecture frameworks, and pay governance processes.
Develop compensation solutions that support talent acquisition, employee retention, and organizational growth.
Partner with business leaders and People Team stakeholders to provide compensation guidance and strategic recommendations.
Lead the end-to-end Annual Compensation Planning (ACP) process, including merit increases, bonus planning, promotions, and market adjustments.
Own the administration and execution of Conga's pay-for-performance programs globally.
Develop and manage Individual Performance Factor (IPF) methodologies that support equitable compensation outcomes.
Ensure compensation cycles are executed accurately, efficiently, and within established timelines.
Build complex compensation models to support annual budgeting, workforce planning, and strategic decision-making.
Analyze compensation data to identify trends, risks, and opportunities.
Partner with Finance to develop compensation forecasts and budget scenarios.
Present compensation recommendations and insights to executive stakeholders through clear, data-driven storytelling.
Lead global compensation benchmarking efforts through participation in salary surveys and market studies.
Manage external compensation vendors and survey relationships.
Monitor compensation trends, emerging market practices, and regulatory developments across global markets.
Translate market data into actionable recommendations that strengthen Conga's compensation programs.
Own day-to-day administration of Conga's Long-Term Incentive Plan (LTIP).
Prepare quarterly Board and executive-level compensation materials.
Partner with Finance, Legal, and executive leadership to ensure compliance and effective governance of equity programs.
Support strategic analysis and recommendations related to equity compensation practices.
Lead implementation and optimization of compensation technologies and related processes.
Partner with HRIS, Payroll, IT, and external vendors to ensure successful deployment and adoption of compensation systems.
Continuously improve compensation workflows, controls, and governance practices.
Drive process simplification and operational efficiency across compensation programs.
Leverage AI-powered tools, including Claude and similar technologies, to improve speed, accuracy, and effectiveness of compensation work.
Utilize AI to support compensation modeling, communications, market research, and program analysis.
Identify new opportunities to incorporate AI into compensation processes and decision-making frameworks.
Champion AI-first practices within the Total Rewards function.
Partner closely with Finance, People Partners, Talent Acquisition, HR Operations, Payroll, and executive leaders.
Serve as the subject matter expert and trusted advisor on compensation-related matters.
Provide clear guidance and education on compensation philosophy, programs, and practices.
Ensure compensation initiatives support business priorities and deliver measurable value to the organization.