Compensation Architect: Pay-for-Performance Leader

Evolve; United States; Hybrid; USD 130,000 - 155,000; Full time

Benefits offered by this job

401(k) with company match

Parental leave (16–18 weeks)

Mental health support and resources

AI-enabled hiring tools

Job summary

Evolve is seeking a Compensation Manager to redesign our pay structure, align it with market data, and drive a pay-for-performance strategy. You will work across People, Finance, and business leaders to ensure compensation supports talent, performance, and growth.

You will own end-to-end comp cycles, build literacy across managers, and leverage AI to improve analysis and workflows while staying compliant with pay transparency laws.

Qualifications

• Deep expertise in compensation design including job leveling and market pricing.
• Strong knowledge of pay transparency laws (FLSA) and pay equity analysis.
• Experience building and scaling pay-for-performance programs.
• Ability to translate compensation into talent, performance and business outcomes.
• Comfortable building programs from the ground up and teaching others.

Responsibilities

• Evaluate and rebuild compensation structure, ensuring internal equity and market competitiveness.
• Design pay-for-performance strategy linking merit, promotion, bonus and equity decisions.
• Partner with Talent Management to integrate compensation with performance framework (EPIC) and calibration.
• Align incentive plans with business goals and customer impact.
• Own annual merit, promotion and bonus cycles from budgeting to governance.
• Create manager education on pay philosophy, ranges, levels and total compensation.

Skills

Compensation design

Job architecture

Salary structures

Incentive plans

Advanced Excel

Google Sheets

HRIS Rippling

CCP

Education

Bachelor's degree in business/finance/HR or related field

CCP certification

Tools

Rippling HRIS

Job description

Evolve is seeking a Compensation Manager to redesign our pay structure, align it with market data, and drive a pay-for-performance strategy. You will work across People, Finance, and business leaders to ensure compensation supports talent, performance, and growth.

You will own end-to-end comp cycles, build literacy across managers, and leverage AI to improve analysis and workflows while staying compliant with pay transparency laws.