Senior Manager, Compensation Operations

Snowflake•Menlo Park, CA

16d•$211,000 - $277,200

About The Position

Snowflake is about empowering enterprises to achieve their full potential — and people too. With a culture that’s all in on impact, innovation, and collaboration, Snowflake is the sweet spot for building big, moving fast, and taking technology — and careers — to the next level. The Senior Manager of Compensation Operations will be responsible for the execution, administration, and continuous improvement of all global compensation programs, including base pay, variable pay, long-term incentives (equity), and the Annual Market Review (AMR) cycle. This role requires a strong mix of technical systems expertise, process discipline, project management skills, and leadership in a fast-paced environment.

Requirements

Education: Bachelor’s degree in Business, Finance, Human Resources, or a related field.
Experience: 7+ years of experience in Compensation, HR Operations, or Finance, with at least 3+ years specifically in Compensation Operations and administering large-scale, global pay cycles.
Systems Expertise: Deep hands-on expertise with Workday is mandatory. Experience with Radford, Ashby, Fidelity and Workday Advanced Compensation is highly preferred. Experience with Pave, Compa, and Syndio are a plus.
Project Management: Proven ability to manage large, complex projects (like the annual compensation cycle) from planning through execution, on time and with high quality.

Nice To Haves

Communication: Excellent verbal and written communication skills with the ability to translate complex technical/process issues into clear, concise information for non-technical stakeholders.
Analytical Rigor: Strong attention to detail, analytical abilities, and a commitment to data accuracy and security.
Regulatory Knowledge: Familiarity with global compensation regulations and compliance requirements is a plus.
Adaptability: Proven ability to thrive in a fast-paced, high-growth environment and manage multiple priorities simultaneously.

Responsibilities

Lead the Annual Market Review (AMR) Cycle: Design, plan, execute, and govern the end-to-end global compensation planning process, ensuring data integrity, tool functionality (e.g., Workday), and timely execution of increases, promotions, and equity grants.
Incentive Plan Administration: Oversee the accurate and timely calculation and payout of all non-sales incentive plans (e.g., quarterly/semi-annual bonuses).
Equity Administration Interface: Act as the primary internal liaison between the Compensation team, the Finance/Legal departments, and the external equity plan administrator to ensure seamless grant processing, tax compliance, and reporting.
System Configuration: Own the configuration, maintenance, and optimization of compensation modules within the primary HRIS (e.g., Workday) and other compensation tools.
Process Design: Identify and implement best practices to automate and streamline compensation processes, focusing on scalability, efficiency, and reducing manual intervention.
Audit & Compliance: Establish and maintain rigorous controls and audit procedures to ensure compensation data integrity, program compliance, and accurate reporting across all jurisdictions.
Documentation: Develop and maintain comprehensive documentation, process maps, and calendars for all compensation programs and operations activities.
Reporting: Develop, generate, and maintain compensation-related reports, dashboards, and analytics to support management decisions, legal compliance, and internal audits.
Data Integrity: Ensure the accuracy, security, and confidentiality of all compensation data, coordinating with IT and HRIS teams on system integrations and data flows.
Team Leadership: Potentially manage and mentor junior compensation operations staff, fostering a culture of accuracy, continuous improvement, and customer service.
Cross-Functional Partnership: Collaborate closely with HRIS, Talent Acquisition, People Partners, Finance, Payroll, Legal, and People Leaders to ensure alignment and operational readiness for all compensation changes.