Compensation Manager

Twilio

8h•$128,560 - $188,900•Remote

About The Position

We are seeking a Senior Compensation Manager to lead the design and execution of our compensation strategy for the Go-to-Market (GTM) and Marketing organizations. You will partner directly with business leaders and HR Business Partners to translate business goals into competitive, scalable compensation structures, practices, and programs through a deep expertise in benchmarking, market trends, job architecture, sales compensation, and equity compensation within high-growth tech environments. You will play a pivotal role in guiding your stakeholders through annual and mid-year cycles, and providing support on challenging leveling and job framework decisions, offers, promotions, and pay equity analyses and recommendations. You will help Twilio develop leaders who exercise strong judgment in all compensation decisions, supported by effective educational resources, compensation products and accurate data. This role will report to the Sr. Director, Global Compensation and will partner with the broader People team as well as external, cross-functional partners.

Requirements

Bachelor’s degree or equivalent experience
Minimum of 8+ years of relevant experience, preferably supporting Go-to-Market and technical organizations, or other relevant experience
Experience with sales incentive structures and equity compensation structures at a publicly traded company
Excellent project management skills and experience with compensation program design, delivery, and changement management
Strong compensation analytics background (modeling, dashboards) and advanced proficiency with spreadsheets
Strong experience with Human Resources Information System (preferably Workday)
Experience with market pricing, survey participation and accessing survey data from provider
Understanding of sales compensation plans and compensation structures for sales roles, including pay mix and on-target earnings (OTE).
Extensive knowledge of HR products and services and awareness of HR strategy around talent identification, attraction, engagement and retention
Verbal, written and interpersonal skills needed to communicate effectively with all levels of the organization
An owner mindset, coupled with innovative thinking and strong analytical and problem-solving skills
A laser-focus on quality of deliverable and solution for the customer
Ability to thrive in a dynamic environment with no trepidation with ambiguity or lack of a playbook

Nice To Haves

Masters degree in business, human resources and organization development, or related fields.
Prior experience in sales compensation design and/or administration.
Prior experience with PAVE, Compa, or other comp tools.

Responsibilities

Act as a trusted advisor to senior business leaders and HR Business Partners
Collaborate cross-functionally to understand operational challenges, identify opportunities, and drive comprehensive solutions that support evolving business needs.
Leverage deep expertise in broad-based and sales incentive compensation to own compensation products from end to end. Guide the business through annual review cycles, promotion cycles, market calibration, and pay equity reviews.
Create dynamic compensation models, dashboards, and automated solutions. Utilize data analytics and AI capabilities to extract actionable insights, recommend data-driven solutions, and scale our compensation operations for the future.
Continuously improve and adapt compensation structures, policies, and methodologies to meet shifting market trends. Design durable, scalable programs while upholding compliance and minimizing risk.
Manage internal and external relationships with emotional intelligence, curiosity, and integrity. Create and deliver management training on compensation fundamentals, and document key methodologies and policies in the compensation repository for ongoing utilization.