Senior Manager, Business Strategy

Charles Schwab Inc.•Orlando, FL

8d•$130,000 - $160,000

About The Position

As a Senior Manager, Business Strategy within Retail Field Operations at Schwab, you will help shape and execute compensation strategies supporting the branch network and client-facing professionals. The role combines strategic thinking, data-driven decision making, program leadership, and cross-functional influence to advance compensation strategies aligned with business objectives, employee experience, and field performance. Its priorities include shaping the compensation strategy and roadmap, delivering analytics and business cases, and leading program execution, governance, and change adoption. You will partner with leaders across Field Operations, Human Resources, Compensation, Legal, Compliance, Technology, and Product to assess existing programs, identify improvements, and design scalable solutions. The position requires influencing without authority, communicating effectively with senior leaders, and leading complex initiatives from concept through implementation. Applicants must be authorized to work in the United States full-time without employer sponsorship.

Requirements

At least 3 years of program management or related experience, including setting strategic vision, developing business cases, and executing initiatives end-to-end.
Ability to analyze complex business problems, synthesize data, and develop practical, scalable solutions.
Ability to lead complex strategy and execution work in partnership with other enterprises, with compensation subject matter knowledge or the ability to quickly build compensation acumen.
Experience collaborating with cross-functional partners and influencing decisions through clear, effective communication.
Ability to navigate ambiguity, prioritize competing demands, and adapt to evolving business needs.
Strong relationship-building skills and ability to partner effectively across multiple stakeholder groups.
Exposure to tools such as Salesforce, Tableau, Microsoft Teams, Power BI, or similar systems supporting analytics, reporting, and collaboration.
Must be currently authorized to work in the United States on a full-time basis without employer sponsorship.

Nice To Haves

Experience within financial services, with exposure to compensation strategy, incentive plan design, or related programs.
Familiarity with working alongside technology and product teams, including participation in platform, data, or system-related discussions.
Experience supporting change management or driving adoption of new programs or initiatives across distributed teams.
Bachelor's degree in Business, Human Resources, Finance, Economics, Organizational Development, or a related field preferred.
Professional certifications such as CCP, SHRM, PMP, or related credentials are a plus.

Responsibilities

Contribute to the development and execution of a multi-year compensation strategy and roadmap.
Evaluate current compensation practices and identify opportunities to improve effectiveness, scalability, and employee experience.
Assess market, business, and organizational trends to inform compensation recommendations.
Analyze compensation-related data to identify trends, opportunities, risks, and business impacts.
Develop data-driven recommendations and translate complex analyses into actionable insights for business leaders and stakeholders.
Develop decision-ready materials and support governance for compensation-related changes, articulating objectives, rationale, data insights, risks, tradeoffs, stakeholder impacts, and implementation considerations.
Lead compensation-related initiatives from ideation through implementation.
Develop business cases, project plans, success measures, and implementation strategies.
Coordinate cross-functional teams to ensure alignment and successful execution.
Collaborate with partners across Compensation, HR, Legal, Compliance, Technology, Product, and Retail Field Leadership.
Facilitate discussions to resolve complex issues and align stakeholders around solutions.
Build trusted relationships across multiple functions and levels of leadership.
Support communication and adoption of compensation program enhancements and strategy changes.
Develop approaches that drive stakeholder understanding, engagement, and successful implementation.
Navigate evolving business priorities and organizational change effectively.
Prepare and deliver presentations, recommendations, and analyses for senior leaders.
Communicate complex concepts clearly, concisely, and compellingly.
Influence decisions through sound judgment, strong business acumen, and effective storytelling.