Senior Manager, Compensation

Hyve Solutions•Fremont, CA

About The Position

The Senior Compensation Manager leads the design, development, implementation, and ongoing management of Hyve’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 the company’s compensation strategy across job architecture, market benchmarking, salary structures, annual compensation planning, pay equity, career progression, and governance. It also supports sales compensation, compensation practices for hourly manufacturing employees, and programs across the US, UK, Canada, Singapore, China, and Taiwan. The anticipated base salary range is $193,000–$228,500 annually; actual compensation depends on experience, skills, qualifications, and business needs.

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, with 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, with the ability to translate complex compensation data into practical recommendations.

Nice To Haves

Certified Compensation Professional (CCP) certification.

Responsibilities

Lead the development, implementation, and administration of compensation programs, policies, and practices.
Translate the company’s compensation philosophy into clear, consistent pay practices and provide recommendations for hiring, promotions, transfers, retention, and off-cycle salary adjustments.
Establish governance and controls for consistent compensation decisions; prepare proposals 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 using market data and internal equity; partner with HRBPs and business leaders on job evaluation and consistent leveling.
Support career progression frameworks and clear differentiation between job levels.
Lead market pricing and benchmarking using compensation surveys such as Mercer, Radford, and WTW; evaluate competitiveness and recommend compensation positioning.
Conduct pay equity, pay compression, internal equity, and range-positioning analyses; develop compensation dashboards, models, and executive reporting.
Lead the annual compensation review cycle, including merit increases, promotions, bonuses, and other incentive programs.
Develop compensation models, guidelines, tools, and leadership recommendations; partner with HR, Finance, and business leaders on compensation planning and monitor program outcomes.
Design and administer sales incentive and commission plans with Sales leadership, Finance, and Payroll; model costs and payouts, maintain plan documents, support quota and target-setting, review payout accuracy and effectiveness, and recommend changes.
Support compensation programs in the US, UK, Canada, Singapore, China, and Taiwan, taking local market practices and regulations into account.
Support hourly manufacturing pay practices, including shift differentials and FLSA classification.
Serve as compensation subject-matter expert and advisor to HRBPs, Talent Acquisition, Finance, and business leadership.
Educate leaders and HR teams on compensation philosophy, salary ranges, compa-ratio, market positioning, and compensation practices; communicate complex concepts and analyses as practical recommendations.
Partner with HRIS to maintain compensation structures and job profiles in Workday.
Improve compensation processes, tools, reporting, and automation; maintain data integrity and documentation; support compliance with compensation and pay transparency requirements; and establish scalable processes for company growth.