Compensation Program Manager

Socket.dev; San Francisco (CA); On-site; USD 157,000 - 235,000; Full time

Benefits offered by this job

Equity RSUs

Paid parental leave

Comprehensive medical coverage

Mental health support

Job summary

Snap Inc. is seeking a Compensation Program Manager to own end-to-end compensation planning cycles, including base, bonus, and equity. You will partner with Finance, Legal, HRBPs, and People Tech to design, implement, and roll out programs while championing AI-enabled processes and analytics.

You will analyze market trends, lead critical compensation initiatives, and develop enablement resources to help leaders apply Snap's compensation philosophy across the organization.

Qualifications

• Bachelor's degree in Business, Human Resources, Finance, or related field.
• 5+ years of compensation experience at a technology company, with end-to-end ownership.
• Experience as a compensation business partner to client groups/senior leaders.
• Hands-on experience with HRIS (Workday preferred) and benchmarking tools (Radford, Pave, Compa).

Responsibilities

• Own end-to-end execution of compensation planning cycles (base, bonus, equity).
• Lead compensation programs from design through rollout with cross-functional partners.
• Act as AI champion for the compensation team and enable AI-enabled workflows.
• Analyze cash, equity, and total rewards trends to inform program design.
• Build enablement resources (calculators, FAQs, manager guides, exec-ready slides).
• Support equity program operations and improve the employee equity experience.

Education

Bachelor's degree in Business, Human Resources, Finance, or another related field

Tools

Workday

Radford

Pave

Compa

Job description

Snap Inc is a technology company. We believe the camera presents the greatest opportunity to improve the way people live and communicate. Snap contributes to human progress by empowering people to express themselves, live in the moment, learn about the world, and have fun together.

The Company operates Snapchat, a visual messaging app that enhances your relationships with friends, family, and the world, and Specs Inc., a wholly-owned subsidiary dedicated to making computing more human, in addition to Bitmoji, Saturn, and other digital services.

The People Team drives our values of being kind, smart and creative across Snap's global workforce. We work together to empower our teams to hire thoughtful and passionate innovators, help people do their best work, grow their careers and build healthy and productive workspaces in a safe, and cohesive community. Together, we are Talent, Total Rewards, IDEA (Inclusion, Diversity, Equity, and Awareness), HR Tech, People Analytics, People Services, Council, Learning & Development, and Employee Relations.

We're looking for a Compensation Program Manager to join Snap's Global Compensation team. In this role, you'll own the end-to-end execution of our compensation planning cycles and serve as a compensation partner to a portfolio of G&A client groups, while also helping the broader team modernize how we work through smarter use of AI.

What You'll Do:

• Own end-to-end execution of Snap's compensation planning cycles (base, bonus, and equity), including project plans, milestone tracking, stakeholder communication, system readiness, and post-cycle audits to ensure accurate, on-time delivery

• Lead select compensation programs and projects from design through rollout, partnering cross-functionally with Finance, Legal, HRBPs, and the People Tech team on plan changes and tool enhancements

• Act as an AI champion for the Compensation team: project-manage the identification and rollout of AI-enabled workflows (e.g., accelerating benchmarking, scenario modeling, stakeholder communications) and build enablement resources so the team adopts them effectively

• Analyze competitive trends in cash, equity, and total rewards using tools like Radford, Pave, and Compa to inform program design, benchmarking, and pay positioning recommendations

• Build and deliver enablement resources (e.g. calculators, FAQs, manager guides, and executive-ready presentations) that help leaders and client groups understand and apply Snap's compensation philosophy and programs

• Supportthe operational backbone of the equity program by drafting FAQs and employee-facing guides, while driving continuous improvement across equity operations and elevating the overall employee experience around equity

Knowledge, Skills & Abilities:

• Exceptional analytical skills, with the ability to synthesize complex data into clear, actionable recommendations for audiences ranging from managers to executives

• Polished written, verbal, and presentation skills; comfortable building and delivering executive-ready slides and narratives

• Strong program/project management skills, with the ability to manage multiple concurrent, deadline-driven cycles and initiatives

• Familiarity with compensation norms and labor market trends outside the U.S.

• Effective partner management skills, with experience navigating ambiguity across HRBPs, Talent Acquisition, Finance, and business leaders

• Genuine interest in applying AI tools to improve compensation workflows and team productivity

Minimum Qualifications:

• Bachelor's degree in Business, Human Resources, Finance, or another related field, or equivalent years of experience

• 5+ years of compensation experience at a technology company, including end-to-end ownership of compensation programs or planning cycles

• Experience serving as a compensation business partner to client groups and/or senior leaders

• Hands-on experience with an HRIS platform (Workday strongly preferred) and market benchmarking tools (e.g., Radford, Pave, Compa)

Preferred Qualifications:

• Experience supporting compensation for a range of G&A functions

• Experience with equity administration platforms (e.g., Schwab EquiView or similar)

• Experience identifying, project-managing, or deploying AI-enabled tools or workflows within an HR or Compensation function

• Experience working with large datasets using tools like BigQuery or SQL; familiarity with Python a plus

If you have a disability or special need that requires accommodation, please don't be shy and provide us some information.

"Default Together" Policy at Snap: At Snap Inc. we believe that being together in person helps us build our culture faster, reinforce our values, and serve our community, customers and partners better through dynamic collaboration. To reflect this, we practice a “default together” approach and expect our team members to work in an office 4+ days per week.

At Snap, we believe that having a team of diverse backgrounds and voices working together will enable us to create innovative products that improve the way people live and communicate. Snap is proud to be an equal opportunity employer, and committed to providing employment opportunities regardless of race, religious creed, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, pregnancy, childbirth and breastfeeding, age, sexual orientation, military or veteran status, or any other protected classification, in accordance with applicable federal, state, and local laws. EOE, including disability/vets.

We are an Equal Opportunity Employer and will consider qualified applicants with criminal histories in a manner consistent with applicable law (by example, the requirements of the San Francisco Fair Chance Ordinance and the Los Angeles Fair Chance Initiative for Hiring, where applicable).

Our Benefits: Snap Inc. is its own community, so we've got your back! We do our best to make sure you and your loved ones have everything you need to be happy and healthy, on your own terms. Our benefits are built around your needs and include paid parental leave, comprehensive medical coverage, emotional and mental health support programs, and compensation packages that let you share in Snap's long-term success!

Compensation

In the United States, work locations are assigned a pay zone which determines the salary range for the position. The successful candidate’s starting pay will be determined based on job-related skills, experience, qualifications, work location, and market conditions. The starting pay may be negotiable within the salary range for the position. These pay zones may be modified in the future.

Zone A (CA, WA, NYC): The base salary range for this position is $157,000-$235,000 annually.

Zone B: The base salary range for this position is $149,000-$223,000 annually.

Zone C: The base salary range for this position is $133,000-$200,000 annually.

This position is eligible for equity in the form of RSUs.