Senior Compensation Manager

MongoDB•Washington, DC

3d•$98,000 - $193,000

About The Position

The Compensation team serves as a strategic advisor to business leaders, managers, and employees across MDB. We use data and insights to drive value and build the tools, models, and frameworks that support sound compensation decisions. This role sits within Compensation and partners closely with the Sales organization —and with Recruiting, Finance, Sales Operations, Legal, and HR. We are looking for a Senior Compensation Partner to serve as the dedicated compensation partner for the Sales organization. This role will support VP and Director-level leaders, and their HRBP partners as the primary day-to-day compensation resource. The ideal candidate will be a trusted business partner and builder of compensation programs, tools, and frameworks. They will bring deep experience supporting Sales organizations, a strong understanding of incentive plans, and the ability to partner effectively with Sales Operations and other teams that design them. This person must be comfortable operating autonomously, influencing senior stakeholders, and navigating a fast-moving environment.

Requirements

10+ years of compensation experience, including significant experience as a compensation business partner
Proven track record supporting Sales, with end-to-end ownership of cyclical compensation programs
Experience supporting the implementation, administration, and communication of Sales incentive plans, with a strong understanding of how they operate
Strong understanding of Sales compensation concepts, including quota and goal setting, pay mix, crediting, accelerators, thresholds, caps, guarantees, and plan governance
Experience partnering with Finance and Sales Operations on incentive-plan modeling, budgeting, forecasting, attainment analysis, and reporting
Strong knowledge of third-party survey methodologies, such as Radford and WTW, and the ability to build and validate pay structures across geographies and functions
Strong analytical, problem-solving, communication, and executive-presenting skills
Experience leading cross-functional initiatives in ambiguous, fast-moving environments

Nice To Haves

Experience in both compensation business partner and program roles
Experience supporting a high-growth technology company, preferably in a global Sales environment
Experience with compensation-planning, incentive-compensation, and analytics tools
Excellent written and verbal communication skills, with the ability to build relationships across distributed teams
Highly organized, detail-oriented, and able to prioritize multiple projects with strong follow-through
Comfortable operating at both the tactical and strategic levels and creating structure in ambiguous environments
Experience working remotely and/or internationally with global teams
Strong business acumen and awareness of business, technology, and market trends

Responsibilities

Serve as the dedicated compensation partner for the Sales organization, supporting leaders and People Partners across Sales
Provide data-informed guidance on new-hire offers, internal equity, leveling, promotions, retention actions, and out-of-cycle requests
Build a strong understanding of Sales incentive plans and partner with the teams that design them to assess effectiveness and support informed compensation decisions
Own Sales compensation-cycle execution end-to-end, including market benchmarking, budget modeling, manager enablement, and leadership rollups
Lead competitive intelligence for Sales roles, researching compensation trends, pay practices, incentive structures, and talent movement in the evolving technology and AI landscape
Supplement survey data with recruiting signals, offer data, sales talent trends, and other real-time market sources
Partner with Recruiting and People Partners on market insights and competitive positioning for hires at all levels
Analyze compensation programs using data, business results, and stakeholder feedback; recommend improvements that support growth, retention, and pay-for-performance principles
Lead strategic projects such as incentive-plan governance, job architecture, or compensation-planning tool implementation
Develop manager enablement materials and training on compensation philosophy and decision-making