Senior Compensation Manager

Bentley Systems•Uwchlan Township, PA

4d•Hybrid

About The Position

The Senior Compensation Manager will play a pivotal role in shaping and optimizing Bentley’s global compensation strategy. This role reports to the Director, Total Rewards and is responsible for the design and execution of compensation programs, to drive consistency and equity across the organization. This role ensures that pay structures remain competitive, compliant, and aligned with Bentley’s business strategy in multiple regions. Working closely with HR Business Partners, Talent Acquisition, and senior management, this role will provide strategic and operational compensation guidance, perform complex data analyses, and drive compensation-related projects that support Bentley’s global workforce. The right candidate brings both analytical depth and the ability to influence. If you're energized by work that sits at the intersection of data, strategy, and employee experience and want to operate at a global scale, this role offers that scope.

Requirements

Minimum of 7+ years of experience in compensation program management, preferably in a global or public company setting.
Strong experience designing and implementing job architecture and salary structures across multiple countries and regions.
Proven experience with executive compensation programs and regulatory reporting requirements.
Hands-on experience with HRIS systems, particularly Workday Compensation Modules.
Strong mathematical, analytical, and problem-solving skills with the ability to interpret complex compensation data.
Ability to conduct market trend analyses, identify key insights, and provide actionable recommendations.
Detail-oriented with a high degree of accuracy and ability to manage large data sets.
Strong written and verbal communication skills to effectively collaborate with HR teams, senior leaders, and external consultants.
Ability to handle confidential and sensitive information with discretion.
Excellent organizational and time management skills, with the ability to manage multiple priorities in a fast-paced environment.
Flexibility to provide employee support across various time zones.
Knowledge of Workday Compensation or other HR systems.
Proficiency in Microsoft Office Suite (Word, PowerPoint) and advanced Excel skills (pivot tables, v-lookups, data analysis).

Responsibilities

Provide thought leadership and be the subject matter expert in all compensation related topics, offering guidance and analytics to all HR groups and/or business leaders.
Oversee all executive compensation programs with an exceptional level of accuracy, including managing equity and stock-based compensation in collaboration with the Legal department.
Lead preparation of Compensation Committee materials, including agendas, analyses, and recommendations.
Partner with Legal and external advisors to ensure strong governance and market alignment
Ensure compliance with regulatory requirements (e.g., proxy disclosures, say-on-pay, equity plan governance)
Design and evolve executive compensation programs, including Annual Short-term Incentives and Long-term incentives.
Develop pay-for-performance frameworks linking compensation outcomes to financial and strategic metrics
Design and implement innovative, market-driven incentive plans that differentiate rewards for key talent and establish a consistent Pay for Performance framework across the business.
Manage compensation and benefits benchmarking across regions, ensuring equitable and competitive practices in the organization.
Develop and oversee global total rewards programs, including merit and regulatory salary increases, incentives and recognition programs.
Responsible for execution of pay cycles and managing budgets in alignment with finance models.
Ensure compliance with legal and regulatory compensation requirements in all operating countries, including pay transparency regulations in the EU, Canada, and the United States.
Provide consultative support to HR and business leaders on salary adjustments, pay equity, and compensation strategies.
Develop training and communications to educate managers and employees on the company’s compensation philosophy and programs.
Monitor compensation trends and provide strategic recommendations to leadership.
Measure, analyze and provide recommendations on the impact of compensation programs on internal equity, retention and competitiveness.
Manage and contribute to regional and special compensation projects, adapting programs to fit diverse cultural and economic conditions.