Senior Manager, Compensation

Hyve Solutions•Fremont, CA

3d•$193,000 - $228,500

About The Position

The Senior Compensation Manager will lead the design, development, implementation, and ongoing management of the company’s compensation programs and practices. This strategic and hands-on role partners with HR Business Partners, Talent Acquisition, Finance, and business leaders to ensure programs are competitive, equitable, scalable, and aligned with business and talent objectives. The role advances compensation strategy across job architecture, market benchmarking, salary structures, annual compensation planning, pay equity, career progression, and compensation governance. It also supports sales incentive programs, global and hourly compensation practices, compensation systems, and process improvement.

Requirements

Bachelor’s degree in human resources, business, finance, economics, or a related field.
10+ years of progressive compensation experience, including experience managing complex compensation programs.
Strong experience with market pricing, job evaluation, job architecture, salary structures, and compensation analytics.
Experience leading annual merit, promotion, and incentive compensation processes.
Strong understanding of internal equity, pay compression, market positioning, and compensation governance.
Advanced Excel skills and demonstrated ability to build complex compensation models and analyses.
Experience with Workday or comparable HRIS platforms.
Experience with compensation survey platforms and data sources such as Mercer, Radford, and WTW.
Excellent communication and executive presentation skills, including the ability to translate complex compensation data into practical recommendations.

Nice To Haves

Certified Compensation Professional (CCP) certification.

Responsibilities

Lead the development, implementation, and ongoing administration of compensation programs, policies, and practices.
Translate the company’s compensation philosophy into clear and consistent pay practices.
Provide compensation recommendations for hiring, promotions, transfers, retention, and off-cycle salary adjustments.
Establish governance and controls to promote consistent compensation decisions across the organization.
Prepare compensation proposals and recommendations for senior leadership approval and manage approval workflows for offers and pay actions.
Develop and maintain job architecture, including job families, career tracks, levels, grades, titles, and job codes.
Develop and maintain salary structures and pay ranges aligned with market data and internal equity.
Partner with HRBPs and business leaders to evaluate jobs and ensure consistent leveling across functions.
Support career progression frameworks and clear differentiation between levels.
Lead market pricing and benchmarking using compensation surveys such as Mercer, Radford, and WTW.
Evaluate market competitiveness and recommend compensation positioning.
Conduct pay equity, compression, internal equity, and range-positioning analyses.
Develop compensation dashboards, models, and executive-level reporting.
Monitor external compensation trends and recommend changes where appropriate.
Lead the annual compensation review cycle, including merit increases, promotions, bonuses, and other incentive compensation programs.
Develop compensation models, guidelines, tools, and recommendations for leadership.
Partner with HR, Finance, and business leaders on compensation planning and decision-making.
Monitor program outcomes and identify opportunities to improve effectiveness, consistency, and affordability.
Design and administer sales incentive and commission plans in partnership with Sales leadership, Finance, and Payroll.
Model sales plan costs and payouts, maintain plan documents, and support quota and target-setting processes.
Review payout accuracy and plan effectiveness and recommend changes.
Support compensation programs across the US, UK, Canada, Singapore, China, and Taiwan, with consideration for local market practices and regulations.
Support hourly manufacturing pay practices, including shift differentials and FLSA classification.
Serve as a compensation subject-matter expert and trusted advisor to HRBPs, Talent Acquisition, Finance, and business leadership.
Provide guidance on new-hire offers, promotions, internal transfers, retention actions, and other compensation decisions.
Educate leaders and HR teams on compensation philosophy, salary ranges, compa-ratio, market positioning, and compensation practices.
Translate complex compensation concepts and analytics into clear recommendations for executives and managers.
Partner with HRIS to maintain compensation structures and job profiles within Workday.
Improve compensation processes, tools, reporting, and automation to increase accuracy and efficiency.
Maintain data integrity and documentation for compensation programs.
Support compliance with applicable compensation and pay transparency requirements.
Establish scalable processes that support company growth.