Senior Compensation & Equity Manager

Juniper Square•,

2d•$126,900 - $158,400•Remote

About The Position

As the Senior Compensation & Equity Manager, you’ll own compensation and equity programs end to end for a global, distributed workforce, serving as the analytical engine of our Total Rewards function. Reporting to the VP of Total Rewards & People Operations, you’ll partner with Finance, FP&A, Talent Acquisition, and People Business Partners to keep our pay programs market-competitive, internally equitable, and built to scale. This is a hands-on, individual-contributor role for someone with deep compensation and equity experience who can add value from day one — owning market pricing, the annual rewards cycle, bonus programs, and equity strategy while giving recruiters and leaders clear, data-backed recommendations. Our Senior Benefits & People Programs Manager serves as your backup on compensation and equity operations.

Requirements

7+ years of compensation experience, ideally within a SaaS or technology company operating across multiple geographies.
Deep expertise in market pricing, job matching, and band construction using compensation survey data; Radford experience is strongly preferred.
Hands-on experience with equity strategy and operations, including grant guidelines, Board approval cycles, and equity administration platforms such as Shareworks.
Experience administering bonus and variable pay plans and running compensation cycles in a platform such as Pave, with advanced spreadsheet and HRIS data modeling skills.
Ability to turn analysis into a clear recommendation for leaders, hold a position with data, and exercise sound judgment with highly confidential data.
Exceptional relationship-building skills and the ability to work in a fast-paced, dynamic environment with shifting priorities.

Nice To Haves

Exposure to international compensation (Canada, India, UK) or sales compensation design, a CCP/CEP certification, or hands-on experience with AI-powered tools such as Claude, is a plus.

Responsibilities

Own market pricing and band builds across levels, job families, and geographies (U.S., Canada, India, UK), maintaining the Jobs Table as the source of truth and keeping systems in sync.
Lead the annual band refresh, including cost modeling for level and band changes, and review internal pay relativities, job architecture, leveling, and titling decisions.
Serve as the first point of contact for comp band, level, and offer recommendations for recruiters and People Business Partners, backed by compa-ratio and internal equity analysis, and advise leaders on promotions, off-cycle adjustments, relocations, and retention packages.
Price executive and hard-to-benchmark roles with external advisors where proprietary data is needed, and partner with RevOps and Finance on quota-carrying compensation plans.
Run the annual rewards cycle in Pave end to end, modeling budgets by country and reporting cycle outcomes to People leadership.
Own the Company Performance Plan and other bonus programs end to end.
Administer one-time, spot, retention, and milestone bonuses, including approval workflows and award letters, and partner with the VP of Total Rewards & People Operations and Finance on bonus plan design, including for acquired teams and international populations.
Partner with the VP of Total Rewards & People Operations on equity strategy and model equity budgets and Board proposals.
Benchmark equity for new hire, promotion, and executive grants, and advise on equity treatment for international moves, new countries, and acquisitions.
Own the quarterly grant cycles submitted for Board approval, reconcile equity data across Shareworks, HiBob, and Pave, and lead employee equity education.
Use structured candidate compensation data from Ashby to track where we win and lose on pay and flag when a band needs to be revisited, and support pay equity reviews to keep posted pay ranges current.
Identify opportunities to automate high-repetition compensation and equity workflows, partnering with the team to embed AI-powered tooling that reduces manual lift without sacrificing accuracy.