Senior Compensation Manager

Porch Group • Seattle, WA

1d • $138,800 - $180,000 • Remote

About The Position

Porch Group is a leading vertical software and insurance platform focused on helping homebuyers move, maintain, and protect their homes. The company offers differentiated products and services, with homeowners insurance at its core. Porch Group aims to excel in the homeowners insurance market by providing superior services for homebuyers, leveraging advantaged underwriting, and offering comprehensive home protection. As a leader in the home services software-as-a-service (SaaS) space, Porch Group has established strong relationships with approximately 30,000 companies involved in the home-buying transaction, such as home inspectors, mortgage companies, and title companies. Porch Group became a publicly traded company on Nasdaq in 2020 under the ticker symbol PRCH and is focused on building a significant company.

This role of Senior Compensation Manager is within the global Total Rewards Team and is a key individual contributor responsible for the design, implementation, and management of compensation programs and policies. The position supports business objectives and aims to attract, retain, and motivate top talent. The Senior Compensation Manager will act as a trusted advisor to HR Business Partners, Talent Acquisition, and business leaders on various compensation matters, including executive pay, proxy reporting, broad-based program administration, and annual review cycles. The role involves owning complex projects end-to-end, requiring both analytical rigor and strategic thinking within a small, evolving team. This is a hands-on position where the work directly influences how a Nasdaq-listed company compensates its employees.

Requirements

• 8+ years of progressive experience in compensation, total rewards, or a closely related HR function.
• Bachelor's degree in Human Resources, Business Administration, Finance, Economics, or a related field; or equivalent combination of education and experience.
• Demonstrated hands-on expertise in executive compensation, including direct experience supporting Compensation Committee materials and proxy statement (CD&A) development — not just exposure through a team or consulting engagement.
• Experience in a public-company environment with familiarity with compensation governance, SEC/SOX requirements, and public disclosure standards.
• Advanced ability in conducting market pricing, salary benchmarking, and job evaluation/leveling; experience with Radford/Aon and/or Mercer survey platforms strongly preferred.
• Expert proficiency in Excel including pivot tables, VLOOKUP, and advanced data analysis; strong analytical and quantitative skills with large data sets.
• Experience leading or meaningfully contributing to annual compensation review cycles (merit, bonus, equity).
• Ability to own projects independently from inception through execution — this is a roll-up-your-sleeves IC role without a large team behind you.
• Strong communication skills with demonstrated ability to present compensation concepts clearly to senior leaders and board-level audiences; collaborative, team-oriented style required.
• Proficiency with Workday compensation module preferred; experience building or iterating on Workday comp setup is a plus.
• Consulting firm background (Aon, Radford, Mercer, WTW, or similar) followed by sustained in-house experience is an ideal profile.
• Knowledge of U.S. compensation-related laws and regulations including FLSA, equal pay, pay transparency, and pay equity; non-US compensation awareness a plus.
• CCP certification or active progress toward certification preferred.
• Master's degree in HR, Finance, or a related field a plus.

Nice To Haves

• Experience with Radford/Aon and/or Mercer survey platforms strongly preferred.
• Proficiency with Workday compensation module preferred; experience building or iterating on Workday comp setup is a plus.
• Consulting firm background (Aon, Radford, Mercer, WTW, or similar) followed by sustained in-house experience is an ideal profile.
• Non-US compensation awareness a plus.
• CCP certification or active progress toward certification preferred.
• Master's degree in HR, Finance, or a related field a plus.

Responsibilities

• Independently lead the design, execution, and governance of core compensation programs including base salary structures, annual incentive plans, and long-term equity-based compensation, ensuring alignment with business strategy, pay-for-performance principles, and shareholder interests.
• Serve as a key contributor to Compensation Committee support, including preparation of materials, analyses, and executive summaries related to executive and broad-based compensation programs.
• Support proxy statement (CD&A) development, including drafting inputs, quantitative disclosures, and pay-for-performance analyses in partnership with Legal, Finance, and external advisors.
• Own and maintain job architecture and leveling frameworks consistent with Radford methodology; create and update job profiles in Workday.
• Lead Porch's annual compensation survey submissions and own relationships with survey providers; serve as primary SME for the survey aggregator Payfactors.
• Analyze survey data to understand market trends and maintain and recommend updates to salary structures, pay policies, and practices.
• Lead annual and mid-year compensation review cycles (merit, bonus, incentive, and equity), ensuring disciplined execution, adherence to internal controls, and alignment with approved budgets.
• Act as a senior compensation advisor to HR Business Partners and business leaders on matters related to hiring, promotions, retention actions, organizational design, and workforce planning.
• Partner closely with Finance to manage compensation budgets and forecasts; own the quarterly compensation accrual process in support of accounting quarter-end activities.
• Consult on sales compensation, short-term and long-term incentive plans; support annual incentive plan refresh, plan documentation, and goal setting.
• Ensure compensation programs comply with all applicable federal, state, and local regulations including equal pay, wage and hour, pay transparency, and public-company disclosure requirements.
• Influence cross-functional stakeholders to drive compensation initiatives, policy enhancements, and process improvements through expertise and data-driven recommendations.
• Provide functional leadership and mentorship to team members; contribute to developing a positive team culture.

Benefits

• Three (3) Medical plan options
• Two (2) Dental plan options
• Vision plan
• Voluntary Critical Illness, Hospital Indemnity and Accident plans
• Pre-tax savings options including a partially employer funded Health Savings Account
• Employee Flexible Savings Accounts including healthcare, dependent care, and transportation savings options
• Company paid Basic Life and AD&D
• Company paid Short and Long-Term Disability benefits
• Voluntary Life and AD&D plans
• Traditional and Roth 401(k) plans with a discretionary employer match
• Employer paid wellbeing program (Supportlinc) providing access to on demand guided meditation and mindfulness exercises, mental health coaching, clinical care and online access to confidential resources including will preparation.
• Free resource (LifeBalance) for year-round discounts on things like gym memberships, travel, appliances, movies, pet insurance and more.
• Flexible paid vacation
• Company-paid holidays of typically nine per year
• Paid sick time
• Paid parental leave
• Identity theft program
• Travel assistance
• Fitness and other discounts programs

What This Job Offers

• Job Type: Full-time
• Career Level: Senior