Sr. Compensation Manager

Replit•Foster City, CA

7d•Onsite

About The Position

Replit is seeking a Sr. Compensation Manager, a senior, builder-oriented role responsible for designing and operating a modern, AI-native compensation system as the company scales. This role goes beyond traditional compensation management, owning how compensation decisions are made across the company by building the systems, workflows, and logic that enable fast, consistent, and high-quality decisions. The Compensation Manager will serve as the architect of the compensation engine, translating compensation philosophy into scalable systems, and leveraging data, automation, and AI to improve speed, accuracy, and transparency. This role sits at the intersection of compensation, product, and systems design. The individual will partner closely with People Business Partners, Recruiting, Finance, and People Systems to embed compensation directly into company workflows, eliminating manual processes and reducing reliance on comp as a service layer. The goal is to shape how Replit attracts, rewards, and retains top talent, while building infrastructure that scales with the business.

Requirements

8+ years of experience in compensation, total rewards, or related analytical roles, including experience in scaling or high-growth tech companies
Deep expertise in compensation strategy, including salary bands, equity design, and market benchmarking
Strong systems thinking—you can translate policy into scalable workflows and decision logic
Product mindset—you think in terms of users, workflows, and iteration
Experience building or partnering on internal tools, automation, or AI-enabled workflows
Strong analytical and modeling skills, with the ability to translate data into clear decisions and recommendations
Experience supporting senior-level hiring, promotions, and executive compensation decisions
Demonstrated ability to operate in ambiguous, fast-paced environments
Strong cross-functional partnership skills, particularly with Finance, Recruiting, and HRBPs
High ownership mindset with a willingness to operate hands-on

Nice To Haves

Experience in a product or systems role within People/HR
Experience at an AI-native company
Experience building internal tools or working closely with engineering teams

Responsibilities

Evolve the company’s compensation philosophy across cash and equity
Translate compensation philosophy into clear, scalable decision frameworks
Design and maintain compensation structures, including leveling alignment, salary bands, and equity frameworks
Ensure market competitiveness while balancing cost and talent density
Partner with Finance to align compensation strategy with business and financial goals
Design and build a scalable compensation engine that powers offer generation, job leveling and benchmarking, merit and promotion recommendations, and pay equity monitoring
Encode compensation policies into systems, rules, and workflows
Partner with People Systems to integrate comp into HRIS, ATS, and equity platforms
Continuously improve workflows to increase speed, consistency, and decision quality
Redesign and operate compensation planning processes (merit, promotions, market adjustments)
Build systems that generate first-pass recommendations for comp decisions
Establish guardrails for offers, promotions, and exceptions
Support complex and high-stakes compensation decisions, including executive hiring and retention
Partner with Recruiting and HRBPs to enable fast, high-quality decision-making
Build and maintain compensation models to support offer strategy, equity scenarios, and workforce cost planning
Develop analytical frameworks to evaluate market competitiveness, internal equity, and retention risk
Create dashboards and reporting to provide visibility into compensation trends and system performance
Ensure compensation decisions are explainable, consistent, and aligned with company principles
Design and implement AI-enabled workflows across compensation processes
Identify opportunities to automate repeatable compensation decisions and augment complex decisions with AI-driven recommendations
Build internal tools that reduce manual work and increase decision speed
Continuously iterate toward an always-on, real-time compensation system
Serve as a trusted advisor to People leadership, executives, and Finance
Partner closely with Recruiting, HRBPs, Finance, and Systems teams
Translate complex compensation topics into clear, actionable guidance
Influence senior leaders on tradeoffs between talent, cost, and long-term sustainability
Help evolve the People function toward an AI-native operating model