Senior M&A Compensation Manager

T-Mobile•Overland Park, KS

1d•Hybrid

About The Position

At T-Mobile, we invest in YOU! Our Total Rewards Package ensures that employees get the same big love we give our customers. All team members receive a competitive base salary and compensation package - this is Total Rewards. Employees enjoy multiple wealth-building opportunities through our annual stock grant, employee stock purchase plan, 401(k), and access to free, year-round money coaches. That’s how we’re UNSTOPPABLE for our employees! Job Overview Want to shape how the Un-carrier grows? T-Mobile is looking for a Senior M&A Compensation Manager to lead the strategy that powers our most important investments: our people. This is a rare opportunity to shape the future at an industry leader that’s redefining wireless and the employee experience. You will own the total rewards and compensation strategy across every stage of the M&A journey, leading how we evaluate, design, and integrate pay, equity, and retention programs that turn bold growth into lasting success. You will collaborate with leaders across HR, Finance, Legal, and Tax to design scalable compensation solutions that align with T-Mobile’s strategy and keep people at the center of every acquisition. From advising on deal strategy to mentoring operational teams, your work will shape how T-Mobile attracts, rewards, and retains exceptional talent through change. If you are a forward-thinking compensation leader who thrives on strategy, collaboration, and complexity, and you want to see your work directly shape how a company grows, this is your moment. Lead with purpose and grow with the Un-carrier. The Sr M&A Compensation Manager at T-Mobile is instrumental in leading the compensation and total rewards strategy throughout the merger and acquisition lifecycle. This role requires collaboration with various teams including legal, tax, finance, and HR to design scalable compensation solutions for newly acquired entities. By using deep technical knowledge in equity plans, retention strategies, and regulatory considerations, this position ensures the alignment of compensation frameworks with T-Mobile's strategic goals. This position also plays a crucial role in mentoring operational teams and safeguarding the value and retention of critical talent during transitions. Overall, this role is pivotal in enhancing T-Mobile's capability to efficiently integrate and optimize new partnerships and acquisitions. This is a hybrid role (3 days/week in the office) and can be based in Bellevue, WA; Overland Park, KS; or Frisco, TX

Requirements

Bachelor’s degree in Business, HR Management, Accounting, Finance, or a related field, or equivalent combination of education and experience (required).
7–10 years of total rewards/compensation experience, including strong grounding in compensation design, market analysis, and program administration.
2–4 years of direct M&A integration or transaction experience, with exposure to compensation workstreams across the deal lifecycle.
2–4 years of technical expertise in equity programs, change-in-control practices, retention plans, and related regulatory/tax considerations.
Experience advising senior leadership and influencing cross-functional partners to drive alignment on compensation strategies.
Ability to create and implement forward-looking compensation strategies to support M&A integration goals and organizational priorities.
Strong capability to collaborate across legal, tax, finance, HR, and other functions to design and implement compensation solutions for complex transactions.
Deep understanding of compliance, governance, and regulatory requirements related to compensation and equity plans within M&A contexts.
Proven ability to navigate and resolve complex compensation challenges, including retention risks, harmonization issues, and deal-driven design considerations.
Advanced analytical skills to evaluate compensation structures for competitiveness, consistency, and business alignment.
Skilled in negotiating compensation terms that support talent retention and ensure smooth deal execution.
Demonstrated strength in inspiring change and managing compensation transitions through fast-paced, high-impact M&A activities.
Strong project management and business-case development skills, with the ability to organize, prioritize, and implement across multiple workstreams.
At least 18 years of age
Legally authorized to work in the United States
Travel Required (Yes/No): Yes
DOT Regulated Position (Yes/No): No
Safety Sensitive Position (Yes/No): No

Nice To Haves

Master’s/MBA or advanced degree in Business Administration or Human Resources (preferred).
Certified Compensation Professional (CCP) preferred
Senior Professional in Human Resources (SPHR) preferred
Certified Merger Acquisition Advisor (CM) preferred

Responsibilities

Develop compensation total rewards strategy for each deal, including harmonization approach, retention/acceleration frameworks, equity treatment, and one-time payouts.
Lead pre-close diligence on compensation programs (pay philosophy, survey positioning, equity plans, change-in-control clauses, deferred compensation, retention risks).
Create decision frameworks and playbooks for treatment of base pay, incentive plans, and equity across deal types.
Maintain M&A comp standards templates.
Own executive/leadership comp recommendations for deal approvals and integration committees; present options and tradeoffs to senior HR, Finance and Legal.
Partner with Integration PMO to set timelines, dependencies, and critical-path items for comp-related deliverables.
Mentor and advise the operational comp team(s) executing on conversion, payroll, and systems (Workday) tasks.

Benefits

Employees enjoy multiple wealth-building opportunities through our annual stock grant, employee stock purchase plan, 401(k), and access to free, year-round money coaches.
medical, dental and vision insurance, a flexible spending account, 401(k), employee stock grants, employee stock purchase plan, paid time off and up to 12 paid holidays - which total about 4 weeks for new full-time employees and about 2.5 weeks for new part-time employees annually - paid parental and family leave, family building benefits, back-up care, enhanced family support, childcare subsidy, tuition assistance, college coaching, short- and long-term disability, voluntary AD&D coverage, voluntary accident coverage, voluntary life insurance, voluntary disability insurance, and voluntary long-term care insurance.
eligible employees can also receive mobile service & home internet discounts, pet insurance, and access to commuter and transit programs!

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