Senior Compensation & Equity Manager
Juniper Square
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Benefits offered by this job
Job summary
Juniper Square is seeking a Senior Compensation & Equity Manager to own compensation and equity programs for a global, distributed workforce. You will partner with Finance, FP&A, Talent Acquisition, and People Business Partners to keep pay programs market-competitive, internally equitable, and scalable.
This hands-on role requires deep compensation and equity experience, ownership of market pricing, annual rewards cycles, and equity strategy.
Qualifications
- 7+ years of compensation experience in SaaS or tech across multiple geographies.
- Deep expertise in market pricing, job matching, and band construction using survey data.
- Hands-on equity strategy and operations experience with grant processes.
Responsibilities
- Own market pricing and band builds across levels and geographies.
- Lead annual band refresh, cost modeling, and internal pay relativities.
- Advise leaders on promotions, relocations, and retention packages.
- Run compensation cycles in Pave and manage equity budgeting and Board proposals.
- Automate high-repetition compensation workflows with AI-powered tooling.
Skills
Tools
Job description
Private markets are one of the largest, most complex, and most underserved corners of global finance. Our mission at Juniper Square is to unlock their full potential. We’re the Operations Partner trusted by 2,300+ GPs, unifying technology, data, and fund administration services into a single platform that helps GPs move faster, make better decisions, and scale with precision. With $300B+ under administration and 700,000+ LPs on platform, we’ve built the scale to match our ambition. And with JunieAI, our purpose-built AI platform, we’re reimagining how private markets operate, embedding intelligence across every workflow. Founder-led since 2014, backed by $350M+ in funding, and now 1,000+ employees strong, we’re building a company designed to shape the future of private markets for decades to come.
Private markets are one of the largest, most complex, and most underserved corners of global finance. Our mission at Juniper Square is to unlock their full potential. We’re the Operations Partner trusted by 2,300+ GPs, unifying technology, data, and fund administration services into a single platform that helps GPs move faster, make better decisions, and scale with precision. With $300B+ under administration and 700,000+ LPs on platform, we’ve built the scale to match our ambition. And with JunieAI, our purpose-built AI platform, we’re reimagining how private markets operate, embedding intelligence across every workflow. Founder-led since 2014, backed by $350M+ in funding, and now 1,000+ employees strong, we’re building a company designed to shape the future of private markets for decades to come.
Our culture is built for people who want to do ambitious, meaningful work alongside exceptionally talented teammates. We think like owners, move with urgency, and take pride in solving hard problems that truly matter to our customers and the future of private markets. We believe the best ideas come from open debate, deep collaboration, and diverse perspectives, which is why we believe transparency is the default and feedback makes us stronger. If you’re energized by high standards, rapid growth, and the opportunity to help define a category at a pivotal moment, come join us!
Juniper Square offers employees a variety of ways to work, ranging from a fully remote experience to working full-time in one of our physical offices. We invest heavily in digital-first operations, allowing our teams to collaborate effectively across 27 U.S. states, 2 Canadian Provinces, India, Luxembourg, and England. We also have physical offices in San Francisco, New York City, Mumbai and Bangalore for employees who prefer to work in an office some or all of the time.
As the Senior Compensation & Equity Manager, you’ll own compensation and equity programs end to end for a global, distributed workforce, serving as the analytical engine of our Total Rewards function. Reporting to the VP of Total Rewards & People Operations, you’ll partner with Finance, FP&A, Talent Acquisition, and People Business Partners to keep our pay programs market-competitive, internally equitable, and built to scale. This is a hands‑on, individual‑contributor role for someone with deep compensation and equity experience who can add value from day one — owning market pricing, the annual rewards cycle, bonus programs, and equity strategy while giving recruiters and leaders clear, data‑backed recommendations. Our Senior Benefits & People Programs Manager serves as your backup on compensation and equity operations.
- Own market pricing and band builds across levels, job families, and geographies (U.S., Canada, India, UK), maintaining the Jobs Table as the source of truth and keeping systems in sync.
- Lead the annual band refresh, including cost modeling for level and band changes, and review internal pay relativities, job architecture, leveling, and titling decisions.
- Serve as the first point of contact for comp band, level, and offer recommendations for recruiters and People Business Partners, backed by compa‑ratio and internal equity analysis, and advise leaders on promotions, off‑cycle adjustments, relocations, and retention packages.
- Price executive and hard‑to‑benchmark roles with external advisors where proprietary data is needed, and partner with RevOps and Finance on quota‑carrying compensation plans.
- Run the annual rewards cycle in Pave end to end, modeling budgets by country and reporting cycle outcomes to People leadership.
- Own the Company Performance Plan and other bonus programs end to end.
- Administer one‑time, spot, retention, and milestone bonuses, including approval workflows and award letters, and partner with the VP of Total Rewards & People Operations and Finance on bonus plan design, including for acquired teams and international populations.
- Partner with the VP of Total Rewards & People Operations on equity strategy and model equity budgets and Board proposals.
- Benchmark equity for new hire, promotion, and executive grants, and advise on equity treatment for international moves, new countries, and acquisitions.
- Own the quarterly grant cycles submitted for Board approval, reconcile equity data across Shareworks, HiBob, and Pave, and lead employee equity education.
- Use structured candidate compensation data from Ashby to track where we win and lose on pay and flag when a band needs to be revisited, and support pay equity reviews to keep posted pay ranges current.
- Identify opportunities to automate high‑repetition compensation and equity workflows, partnering with the team to embed AI‑powered tooling that reduces manual lift without sacrificing accuracy.
- 7+ years of compensation experience, ideally within a SaaS or technology company operating across multiple geographies.
- Deep expertise in market pricing, job matching, and band construction using compensation survey data; Radford experience is strongly preferred.
- Hands‑on experience with equity strategy and operations, including grant guidelines, Board approval cycles, and equity administration platforms such as Shareworks.
- Experience administering bonus and variable pay plans and running compensation cycles in a platform such as Pave, with advanced spreadsheet and HRIS data modeling skills.
- Ability to turn analysis into a clear recommendation for leaders, hold a position with data, and exercise sound judgment with highly confidential data.
- Exposure to international compensation (Canada, India, UK) or sales compensation design, a CCP/CEP certification, or hands‑on experience with AI‑powered tools such as Claude, is a plus.
- Exceptional relationship‑building skills and the ability to work in a fast‑paced, dynamic environment with shifting priorities.
Compensation for this position includes a base salary, equity, and a variety of benefits. The U.S. base salary range for this role is $126,900 - $158,400 USD and the Canadian base salary range for this role is $110,000 - $138,000 CAD. Actual base salaries will be based on candidate‑specific factors, including experience, skillset, and location, and local minimum pay requirements as applicable.
- Health, dental, and vision care for you and your family
- Life insurance
- Mental wellness coverage
- Fertility and growing family support
- Flex Time Off in addition to company‑paid holidays
- Paid family leave, medical leave, and bereavement leave policies
- Retirement saving plans
- Allowance to customize your work and technology setup at home
- Annual professional development stipend
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