Senior Manager, Compensation & Equity Strategy

SNAP, Inc.; Bellevue (WA); On-site; USD 195,000 - 343,000; Full time

Benefits offered by this job

Equity RSUs

Job summary

Snap Inc. is seeking a Senior Manager, Compensation based in the United States to lead compensation strategy and equity design. You will partner with executives to ensure internal equity and external competitiveness, manage surveys, and drive data-driven total rewards communications.

You will mentor a team of compensation professionals, oversee benchmarking, and shape policy to align with the company’s compensation philosophy while ensuring compliance and market relevance.

Qualifications

• 7+ years of experience in HR, compensation, legal, finance, or related field, including mentoring others.
• Experience with Excel and Google Sheets.
• Hands-on experience with HRIS (Workday preferred) and market benchmarking tools.

Responsibilities

• Partner with HR and business leaders to craft compensation packages that are internally equitable and externally competitive.
• Develop and refine Snap’s compensation philosophy and ensure market competitiveness.
• Lead design of equity programs in partnership with Legal and external advisors.
• Prepare analyses for executive compensation decisions and Compensation Committee review.
• Lead job evaluations and leveling for pay equity and compliance.
• Deliver training and communications on total rewards.
• Analyze datasets and build tools to improve efficiency.

Skills

HR/Compensation experience

Excel

Google Sheets

Workday

Education

Bachelor’s degree in economics, business administration, or related area

Tools

Radford

Pave

Compa

Job description

Snap Inc. is seeking a Senior Manager, Compensation based in the United States to lead compensation strategy and equity design. You will partner with executives to ensure internal equity and external competitiveness, manage surveys, and drive data-driven total rewards communications.

You will mentor a team of compensation professionals, oversee benchmarking, and shape policy to align with the company’s compensation philosophy while ensuring compliance and market relevance.