Global Compensation Manager

YETI•Austin, TX

About The Position

At YETI, we believe that time spent outdoors matters more than ever and our gear can make that time extraordinary. When you work here, you’ll have the opportunity to create exceptional, meaningful work and problem solve with innovative team members by your side. Together, you’ll help our customers get the high-quality gear they need to make the most of their adventures. We are BUILT FOR THE WILD™. We’re seeking a highly skilled Compensation Manager to support the design, analysis, and administration of compensation programs across the organization. This role will serve as the primary subject‑matter expert for sales compensation and retail incentive programs, while also contributing significantly to broad‑based compensation programs including job architecture, market analysis, pay structures, and annual compensation cycle processes. This is an individual contributor role, ideal for someone who enjoys a mix of strategic program design and hands‑on operational work in a fast‑paced, high‑growth environment.

Requirements

6+ years of compensation experience with demonstrated expertise in sales compensation and broad‑based compensation.
Strong understanding of compensation theory, survey methodology, job evaluation, and salary structure design.
Advanced modeling skills in Excel.
Exceptional communication skills and ability to explain complex compensation concepts simply.
Proven ability to work independently in a fast‑moving, dynamic environment.

Nice To Haves

Experience in retail, consumer products, or multi‑site environments preferred.

Responsibilities

Sales Compensation & Retail Incentives Design, model, and implement compensation plans for field sales, inside sales, account management, and retail store roles.
Build and refine bonus structures, accelerators, quotas, and incentive plan governance.
Develop retail incentive programs including store bonuses and team‑based incentives.
Partner with Sales, Retail Ops, Finance, and Talent Business Partners (TBPs) to align incentives with business objectives and financial targets.
Maintain compliance and audit readiness for monthly/quarterly incentive payout processes.
Broad‑Based Compensation Conduct job evaluations and ensure alignment with company job architecture, leveling frameworks, and titling conventions.
Lead market pricing and benchmarking analysis for all corporate, retail, and operational roles using survey data and compensation tools.
Build and maintain salary ranges, geographic pay differentials, and pay structure updates to support hiring and internal mobility.
Support the annual compensation cycle including merit, promotions, bonus and long-term incentive processes; prepare analytics, models, and summaries for HR and business leaders.
Partner with Talent Acquisition to establish competitive, equitable offers in alignment with compensation philosophy and market data.
Ensure compliance with pay transparency and compensation‑related legislation.
Develop and update compensation policies, guidelines, and manager education materials.
Operations & Analytics Collaborate with HRIS, Finance, and Analytics teams to improve data workflows, reporting consistency, and system integration.
Serve as a trusted advisor to TBPs, Talent COEs, Sales Leadership, and Retail Leadership on compensation matters.
Prepare clear, user‑friendly plan documents, communications, training materials, and leader briefings.
Provide coaching and consultation to leaders on compensation decisions, offer creation, and pay structure application.