Compensation Manager

Elliott Scott - HR search & recruitment; New York (NY); Hybrid; USD 115,000 - 125,000; Full time

Job summary

Elliott Scott HR Recruitment Ltd. is seeking a strategic Manager, Compensation to design, implement, and oversee compensation programs that align with business goals and talent strategy.

Reporting to the Chief People Officer, you will collaborate with senior leadership, Finance, and People Partners to ensure competitive, equitable, and scalable pay practices in a fast-paced tech environment. You will own annual cycles, benchmarking, equity practices, and compensation governance while partnering

Qualifications

• 5–8+ years of progressive compensation experience, ideally in high-growth tech/SaaS/martech.
• Strong expertise in compensation analysis, market benchmarking, and program design.
• Experience supporting multi-state or global employee populations.
• Advanced Excel and compensation modeling skills.
• Experience with HRIS and compensation platforms such as Workday, Pave, Radford, Carta, or similar tools.

Responsibilities

• Partner with the Chief People Officer to evolve and operationalize the company's global compensation philosophy and strategy.
• Design and manage compensation programs including salary structures, annual merit planning, bonus programs, equity practices, and sales incentive plans.
• Conduct market benchmarking using Radford, Pave, Mercer, or comparable survey data.
• Provide compensation guidance and recommendations to executives and people leaders across the organization.
• Lead job evaluations, leveling assessments, and benchmarking aligned with the job architecture framework.

Skills

Compensation analysis

Market benchmarking

Executive influence

Excel modeling

HRIS (Workday)

Education

Bachelor's degree in HR/Finance/Business

Tools

Workday

Pave

Radford

Carta

Job description

We are seeking a strategic and analytical Manager, Compensation to lead the design, implementation, and administration of compensation programs that support our business goals and talent strategy. Reporting directly to the Chief People Officer, this role will serve as a key partner to senior leadership, Finance, Talent Acquisition, and People Business Partners to ensure our compensation practices are competitive, equitable, scalable, and aligned with company performance. This is an ideal opportunity for a compensation professional who enjoys both strategic program design and hands-on execution in a fast-paced, high-growth technology environment.

What You'll Do

• Partner directly with the Chief People Officer to evolve and operationalize the company's global compensation philosophy and strategy.
• Design and manage compensation programs including salary structures, annual merit planning, bonus programs, equity practices, and sales incentive plans.
• Conduct market benchmarking and compensation analysis using Radford, Pave, Mercer, or comparable survey data.
• Provide compensation guidance and recommendations to executives and people leaders across the organization.

Compensation Analysis & Business Partnership

• Lead job evaluations, leveling assessments, and compensation benchmarking aligned with the company's job architecture framework.
• Analyze compensation trends, internal equity, and pay positioning to support talent attraction and retention.
• Develop financial models and compensation analyses for promotions, new hires, organizational changes, and workforce planning.
• Partner closely with Finance on budgeting, headcount planning, and compensation forecasting.

Annual Compensation Cycles

• Own and manage annual compensation review cycles including merit increases, bonus planning, and equity refresh programs.
• Prepare executive reporting, compensation recommendations, and calibration materials for senior leadership discussions.
• Continuously improve compensation processes, tools, and reporting capabilities.
• Support the administration and evolution of sales compensation programs in partnership with Revenue Operations and Finance.
• Analyze plan effectiveness and provide recommendations to drive performance alignment and business outcomes.

Compliance & Governance

• Ensure compensation programs comply with federal, state, and international regulations including pay transparency requirements and wage/hour laws.
• Support compensation audits, governance processes, and documentation standards.
• Maintain data integrity across HRIS and compensation systems.

What We're Looking For

• 5-8+ years of progressive compensation experience, ideally within high-growth technology, SaaS, or martech environments.
• Strong expertise in compensation analysis, market benchmarking, and program design.
• Experience supporting multi-state or global employee populations.
• Advanced Excel and compensation modeling skills.
• Experience with HRIS and compensation platforms such as Workday, Pave, Radford, Carta, or similar tools.
• Strong executive presence and ability to influence senior stakeholders.
• Excellent analytical, communication, and problem‑solving skills.
• Ability to operate effectively in a fast-paced, evolving environment.
• Bachelor's degree in Human Resources, Finance, Business, or related field preferred.
• CCP certification is a plus.

Preferred Experience

• Experience in martech, adtech, SaaS, or other high-growth digital businesses.
• Exposure to equity compensation and sales incentive plan administration.
• Experience supporting hybrid and remote-first organizations.

Compensation: USD115,000 - 125,000 base+bonus

Please note that only short-listed candidates will be contacted.

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