Senior Manager, Compensation

Hyve Solutions; Fremont (CA); On-site; USD 193,000 - 229,000; Full time

Job summary

Hyve Solutions is seeking a seasoned Compensation Leader in Fremont, CA to design and manage global compensation programs. You will oversee job architecture, salary structures, and governance, ensuring pay equity and regulatory compliance.

The role partners with HRBPs, Finance, and executives to shape market positioning and drive data-driven decisions. Responsibilities include leading annual compensation reviews, modeling plans, and delivering executive-ready analyses.

Qualifications

• Bachelor’s degree in human resources, Business, Finance, Economics, or related field.
• 10+ years of progressive compensation experience, including complex programs.
• Strong experience with market pricing, job evaluation, salary structures, and analytics.
• Experience leading annual merit, promotions, and incentive processes.
• Strong understanding of internal equity, pay compression and governance.
• Advanced Excel skills for complex models and analyses.
• Experience with Workday or comparable HRIS platforms.
• Experience with Mercer, Radford and WTW compensation surveys.
• Excellent communication and executive presentation skills.
• Certified Compensation Professional (CCP) certification preferred.

Responsibilities

• Lead compensation programs, policies, and practices development and administration.
• Translate philosophy into clear pay practices across the org.
• Provide compensation recommendations for hires, promotions, transfers and retention.
• Establish governance to ensure consistent compensation decisions.
• Prepare proposals and manage workflows for offers and pay actions.
• Lead market pricing and benchmarking using Mercer, Radford and WTW.
• Develop dashboards, models, and executive-level reporting.

Skills

Executive communication

Compensation analytics

Leadership

CCP certification preferred

Education

Bachelor’s degree in HR, Business, Finance, Economics

Tools

Workday

Excel

Mercer data

Radford data

WTW data

Job description

Compensation:

The anticipated base salary range for this position is

$193,000K- $228,500K annually. Actual compensation will be determined based on experience, skills, qualifications, and business needs.

Key Responsibilities

• Lead the development, implementation, and ongoing administration of compensation programs, policies, and practices.
• Translate the company’s compensation philosophy into clear and consistent pay practices.
• Provide compensation recommendations to HR and business leaders on hiring, promotions, transfers, retention, and off-cycle salary adjustments.
• Establish governance and controls to promote consistent compensation decisions across the organization.
• Prepare compensation proposals and recommendations for senior leadership approval and manage approval workflows for offers and pay actions.

Job Architecture & Salary Structures

• Lead the development and ongoing maintenance of job architecture, including job families, career tracks, levels, grades, titles, and job codes.
• Develop and maintain salary structures and pay ranges aligned with external market data and internal equity.
• Partner with HRBPs and business leaders to evaluate jobs and ensure consistent leveling across functions.
• Support development of career progression frameworks and clear differentiation between levels.

These responsibilities align directly with Hyve's documented roadmap to establish job families, functions, career streams, levels and codes, benchmark roles, build salary structures, establish leveling methodology, and create ongoing governance.

• Lead market pricing and benchmarking using compensation surveys such as Mercer, Radford and WTW.
• Evaluate market competitiveness and recommend appropriate compensation positioning.
• Conduct pay equity, compression, internal equity, and range-positioning analyses.
• Develop compensation dashboards, models, and executive-level reporting to support business decisions.
• Monitor external compensation trends and recommend changes where appropriate.

Annual Compensation Programs

• Lead the annual compensation review (ACR) cycle, including merit increases, promotions, bonuses, and other incentive compensation programs.
• Develop compensation models, guidelines, tools, and recommendations for leadership.
• Partner with HR, Finance, and business leaders to support compensation planning and decision‑making.
• Monitor program outcomes and identify opportunities to improve effectiveness, consistency, and affordability.

Sales Compensation (new section)

• Design and administer sales incentive and commission plans in partnership with Sales leadership, Finance, and Payroll.
• Model plan costs and payouts, maintain plan documents, and support quota and target‑setting processes.
• Review payout accuracy and plan effectiveness and recommend changes.

Global & Hourly Compensation (new section)

• Support compensation programs across multiple countries, including the US, UK, Canada, Singapore, China, and Taiwan, ensuring alignment with local market practices and regulations.
• Support pay practices for the hourly manufacturing workforce, including shift differentials and FLSA classification

HR & Business Partnership

• Serve as the compensation subject‑matter expert and trusted advisor to HRBPs, Talent Acquisition, Finance, and business leadership.
• Provide guidance on new hire offers, promotions, internal transfers, retention actions, and other compensation decisions.
• Educate leaders and HR teams on compensation philosophy, salary ranges, compa‑ratio, market positioning, and compensation practices.
• Translate complex compensation concepts and analytics into clear recommendations for executives and managers.
• Compensation Strategy & Program Management: Prepare compensation proposals and recommendations for senior leadership approval and manage approval workflows for offers and pay actions.

Systems, Governance & Process Improvement

• Partner with HRIS to maintain compensation structures and job profiles within Workday.
• Improve compensation processes, tools, reporting, and automation to increase accuracy and efficiency.
• Maintain strong data integrity and documentation for compensation programs.
• Support compliance with applicable compensation and pay transparency requirements.
• Establish scalable processes that support continued company growth.
• Workday integration is particularly relevant because the internal compensation roadmap calls for loading ranges and profiles into Workday and mapping employees into the new job architecture.

Qualifications

• Bachelor’s degree in human resources, Business, Finance, Economics, or related field.
• 10+ years of progressive compensation experience, including experience managing complex compensation programs.
• Strong experience with market pricing, job evaluation, job architecture, salary structures, and compensation analytics.
• Experience leading annual merit, promotion, and incentive compensation processes.
• Strong understanding of internal equity, pay compression, market positioning, and compensation governance.
• Advanced Excel skills with demonstrated ability to build complex compensation models and analyses.
• Experience with Workday or comparable HRIS platforms.
• Experience with compensation survey platforms and data sources such as Mercer, Radford and WTW.
• Excellent communication and executive presentation skills with the ability to translate complex compensation data into practical recommendations.
• Certified Compensation Professional (CCP) certification preferred.