Sr. Compensation Manager

STACK Infrastructure•Denver, CO

13d•$128,260 - $146,018•Onsite

About The Position

We are seeking a seasoned compensation professional to serve as the architect of STACK’s compensation function. This role carries end-to-end accountability for support and management of our full-scale compensation programs—from philosophy and strategy through design, execution, and governance—and for running them with operational excellence as the organization scales. Reporting to the Director, Total Rewards, you will operate in a hands-on, individual contributor role who manages and provides expertise around the compensation function. You will be a subject matter expert and decision-shaper on compensation, advising leadership and partnering across teams to ensure our pay programs are market-competitive, internally equitable, compliant, and clearly understood.

Requirements

Bachelor's degree in Human Resources, Business, Finance, Economics, or a related field, or equivalent experience.
5-10 years of progressive compensation experience, including ownership of broad-based compensation program design, administration, and governance.
Demonstrated experience building a compensation function or major program suite from the ground up—compensation philosophy, salary structures, job architecture, leveling frameworks, and incentive plans—not solely administering established programs.
Demonstrated ability to operate autonomously as a sole practitioner: personally executing survey submissions, modeling, cycle administration, and executive materials without analyst or administrative support.
Hands-on experience with market pricing and salary survey management (e.g., Radford, Mercer, WTW, or similar sources).
Experience owning an annual compensation cycle end-to-end, including merit and promotion budgeting, calibration, executive approval, and communication.
Experience designing or administering variable pay programs, including annual bonus and recognition programs.
Working knowledge of FLSA, pay transparency, and pay equity requirements in a multi-state environment.
Advanced Excel skills, including complex modeling and large-dataset analysis; highly proficient in MS Word and MS PowerPoint.
Experience with HCM compensation modules, preferably Workday.
Strong analytical, problem-solving, and project management skills, with high attention to detail and data accuracy.
Executive presence and advisory skill: a track record of presenting compensation strategy and recommendations directly to C-level leadership and influencing decisions.
Excellent communication and stakeholder management skills, including the ability to explain complex compensation concepts to executives, managers, and employees.
High degree of discretion and sound judgment in handling confidential information.
Must be eligible to work in the United States
Must pass comprehensive background and drug screening

Nice To Haves

Certified Compensation Professional (CCP) or comparable certification (strongly preferred).
Exposure to executive compensation, including benchmarking, incentive design, or compensation committee support.
Experience in data centers, construction, real estate, critical infrastructure, or another asset-intensive, high-growth industry.
Experience with Workday Advanced Compensation and compensation reporting.
Experience supporting compensation integration through organizational restructuring, new entity formation, or M&A.
Experience in fast-paced, high-growth, or rapidly evolving organizations.

Responsibilities

Advise on STACK's enterprise compensation strategy: support the evolution of the compensation philosophy and set the multi-year roadmap for how pay programs evolve as the organization scales.
Evolve & maintain STACK's compensation infrastructure, including salary structures, pay ranges, geographic differentials, and career-level frameworks aligned to our job architecture and maintained within Workday.
Establish job evaluation and leveling methodology, ensuring consistent application of levels, titles, and salary grades across corporate and site-based roles.
Build compensation programs that scale, anticipating the needs of an organization projected to grow annually across multiple markets.
Own survey participation, market data strategy, and benchmarking across compensation survey sources, including data center, construction, technology, and general industry cuts.
Conduct market pricing for new and existing roles, including hard-to-price critical facilities, engineering, and development positions.
Monitor labor market trends in the data center and critical infrastructure sector and proactively advise leadership on emerging pay pressures, skill premiums, and retention risks.
Perform range penetration, compa-ratio, and internal equity analyses; recommend structure movement and off-cycle adjustments where warranted.
Partner with Talent Acquisition to develop competitive, consistent offer strategies and support offer approvals.
Support and eventually administer the annual compensation review cycle end-to-end, including merit, promotion, bonus and market adjustment budgeting, manager guidance, calibration support, and executive reporting.
Oversee administration of day-to-day compensation operations: new hire offers, promotions, internal transfers, equity reviews, and exception requests to ensure pay consistency and accuracy.
Leverage Workday to administer compensation programs, improve data integrity, and streamline compensation business processes.
Document and administer variable pay programs, including annual bonus plans, spot bonus and recognition programs, and role-specific incentives.
Model plan costs and payout scenarios in partnership with Finance; support accrual, funding, and payout processes.
Evaluate program effectiveness and recommend design changes that strengthen the link between pay and performance.
Ensure compensation programs comply with applicable federal, state, and local requirements, including FLSA classification, pay transparency, and pay equity laws across all STACK locations.
Establish compensation governance, including approval authorities, documentation standards, and audit routines.
Conduct periodic pay equity reviews and support remediation planning.
Build and maintain compensation dashboards and analytics that inform workforce planning, budgeting, and organizational design decisions.
Serve as a strategic advisor on the compensation implications of organizational design, workforce planning, new market entry, and new entity formation.
Educate managers and employees on compensation programs, building understanding of and trust in how pay decisions are made.