Remote Tech Compensation Senior Manager

General Motors

Warren (MI)

On-site

USD 201,100 - 283,200

Full time

14 days+

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Job summary

General Motors is seeking a Senior Manager, Compensation – Tech to lead a small team and partner with HR and business leaders across Software & Services, Autonomous/AV, Cybersecurity, and Data & AI to design competitive pay programs.

This role blends deep compensation expertise with analytics to drive equitable, scalable pay practices in a rapidly evolving tech talent market and to provide executive-ready insights for strategic decision-making across GM’s technology organizations.

Qualifications

8–10+ years in compensation with at least 3 years in a leadership or senior advisory role.
Experience designing and implementing compensation programs for tech talent, including base, incentives, and equity.
Strong analytical skills with proficiency in Excel and experience with HRIS and data visualization/BI tools.
Deep knowledge of compensation survey methodologies and market pricing tools (Radford, Mercer, WTW) and multi-geography benchmarking.
Proven track record influencing senior leaders with data-driven insights, clear recommendations, and strong storytelling.
Experience managing and developing a team of compensation professionals (2–4+).
Bachelor’s degree in Human Resources, Finance, Economics, Business, or related field.

Responsibilities

Lead and develop a small team (2–4) of compensation professionals, fostering collaboration and continuous improvement.
Advise senior HR and business leaders on tech talent market dynamics, pay positioning, and program design.
Design and refine compensation structures for GM’s tech organizations (base salary, incentives, equity).
Translate business strategies for Software & Services, AV/Autonomous, Cybersecurity into compensation frameworks.
Partner with HRBPs, Talent Acquisition, and leaders to define proactive compensation strategies for critical tech roles and premium job families.
Evolve job architecture and leveling for tech roles to align with enterprise frameworks.
Lead compensation analytics to inform hiring, retention, promotions, and market adjustments.
Build scenario models and cost/impact analyses for proposed changes (market adjustments, range updates, incentive plans).
Benchmark and market-pricing strategy for key tech roles across geographies.
Ensure governance compliance and regulatory requirements; contribute to Executive Compensation Committee materials.
Collaborate with Legal, Finance, and HR operations for audit readiness and disciplined execution.
Lead, coach, and develop the team; set priorities and remove obstacles to deliver high-quality support.
Create an inclusive, high-performance culture and strong partnerships with HR and business leaders.
Role-model GM behaviors: collaboration, courage, customer-centricity, innovation.