Compensation Senior Manager

About the role

The Compensation Senior Manager acts as a strategic advisor and business partner to HR business partners, guiding compensation decisions that affect staff attrition, motivation and retention. The role supports the annual compensation cycle, organizational design and job leveling, uses AI, automation and technology to improve processes, and plays a leadership role in global rewards projects.

Key responsibilities

• Deliver consultative guidance and strategic support on all compensation topics to HR business partners.
• Support the year-end cycle, including base, bonus and equity planning, with HR business partners and the global Total Rewards team.
• Support compensation benchmarking using external survey data and internal analytics.
• Advise on org design, role creation, job leveling and internal mobility.
• Contribute to global initiatives such as M&A, pay equity and transparency analysis, compensation framework redesign and job architecture.
• Partner with global leadership on the design, rollout and refinement of future compensation programs.
• Turn complex data into insights and narratives that influence decisions.
• Identify process improvements through automation, technology and digital tools.
• Ensure compliance with labor laws, pay equity and transparency legislation, tax regulations and corporate governance.
• Support SOPs, knowledge bases and training materials for HR business partners, Talent Acquisition and other audiences.

Required profile

• Master's degree in Human Resources, Finance, Business or a related field.
• 8+ years of progressive experience in compensation or Total Rewards, supporting senior leadership in a consultative capacity.
• Proven success managing complex compensation cycles and designing programs in a matrixed, global environment.
• Ability to influence across HR, Finance and business leadership, manage competing priorities and drive work from strategy to execution.

Required skills

• Understanding of job architecture, market pricing, salary structures, incentive plans and equity compensation.
• Analytical skills and data storytelling.
• Experience with compensation tools (Workday, Radford, Mercer, WTW, MarketPay) and data visualization (Visier, Tableau, Power BI) is a plus.
• Experience with continuous improvement methods (Lean, Six Sigma) is a plus.