Sr Manager, Global Compensation

Sprinklr • New York, NY

1d

About The Position

Sprinklr is seeking a Senior Manager, Compensation to join its Global Total Rewards team. This role is crucial for the design, governance, and evolution of compensation programs across the enterprise. The position requires a blend of strategy, analytics, and execution to ensure compensation programs are competitive, compliant, scalable, and aligned with the company’s global pay philosophy. The Senior Manager will collaborate with Global Total Rewards leadership, Culture and Talent Business Partners, Finance, and Legal, bringing solution-oriented thinking, strong analytical rigor, and excellent communication skills. A key responsibility will be translating complex compensation data into clear narratives, recommendations, and decision materials for senior leadership.

Requirements

• 8+ years of progressive experience in Compensation or Total Rewards, with significant exposure to broad-based compensation.
• Experience operating in a Compensation COE model, with responsibility for governance, program design, or enterprise frameworks.
• Demonstrated expertise in: Compensation governance and controls, Program design and redesign, Market benchmarking and analytics, Program implementation and change enablement.
• Strong analytical skills with the ability to translate data into insights and recommendations.
• Excellent PowerPoint and executive communication skills, including comfort presenting to senior leaders.
• Proven ability to influence without direct authority in complex organizations.

Nice To Haves

• Experience in a SaaS or technology environment.
• Familiarity with Workday Compensation or similar HR systems.
• Exposure to pay equity analysis, compliance reviews, and global compensation programs.
• CCP or equivalent professional certification.

Responsibilities

• Serve as a core contributor within the Global Compensation team, owning key elements of compensation governance, standards, and frameworks.
• Design, maintain, and evolve broad-based compensation programs, ensuring global consistency while allowing for appropriate flexibility.
• Establish and enforce compensation governance models, policies, guidelines, and controls to support compliant, equitable, and scalable decision-making.
• Partner with Legal and HR Risk functions to ensure compensation programs comply with applicable labor, pay equity, and regulatory requirements.
• Lead the design and redesign of compensation programs, including salary structures, job architecture components, incentive plans, and annual planning frameworks.
• Translate strategy into practical, implementable compensation programs, supported by clear documentation and operating models.
• Support end-to-end program implementation, from concept development through pilot, rollout, and post-implementation assessment.
• Continuously evaluate compensation effectiveness and recommend enhancements based on business needs, talent strategy, and market trends.
• Support the compensation benchmarking strategy, survey selection, participation, and interpretation.
• Conduct program benchmarking and competitive assessments to inform pay positioning and structural decisions.
• Synthesize external market data with internal analytics to support evidence-based recommendations.
• Apply strong quantitative and analytical skills to assess pay competitiveness, internal equity, program outcomes, and workforce trends.
• Develop executive-ready PowerPoint presentations that clearly articulate insights, trade-offs, risks, and recommendations.
• Tell a compelling story with data—connecting compensation design choices to business outcomes and talent priorities.
• Present recommendations with confidence and credibility to senior leadership.
• Continuously assess and improve compensation processes, with a focus on standardization, scalability, controls, and efficiency.
• Identify opportunities to simplify, automate, or eliminate manual compensation workflows, particularly across benchmarking, job pricing, annual planning, and reporting.
• Partner with HR Systems, People Analytics, and IT to enhance use of Workday and related tools for compensation planning, data governance, and analytics.
• Leverage automation, analytics, and responsible AI capabilities to improve insight generation, scenario modeling, and decision support (e.g., pay modeling, structure diagnostics, equity analysis).
• Develop scalable tools, templates, and frameworks that enable Culture and Talent BPs and leaders to self-serve within defined compensation guardrails.
• Balance innovation with risk management, ensuring automation and AI use aligns with legal, privacy, and compliance requirements.
• Partner with HR Business Partners to provide COE guidance on compensation topics such as hiring, promotions, job leveling, and pay adjustments.
• Support senior Total Rewards and HR leaders in decision-making through structured analysis and decision support.

Benefits

• Voluntary healthcare coverage in countries where applicable.
• Paid time off to recharge and spend time with loved ones.
• Open Mentoring Program designed to create meaningful connections that support growth and amplify our focus.
• 401k plan with 100% vested company contributions.
• Flexible paid time off.
• Holidays.
• Generous caregiver and parental leaves.
• Life and disability insurance.
• Health benefits including medical, dental, vision, and prescription drug coverage.

What This Job Offers

• Job Type: Full-time
• Career Level: Manager
• Education Level: No Education Listed