Senior Manager, Compensation

The Senior Compensation Manager will lead the design, development, implementation, and ongoing management of the company’s compensation programs and practices. This role will serve as a strategic and hands-on compensation leader, partnering closely with HR Business Partners, Talent Acquisition, Finance, and business leaders to ensure compensation programs are competitive, equitable, scalable, and aligned with business and talent objectives.

The Senior Compensation Manager will play a key role in advancing the company’s compensation strategy, including job architecture, market benchmarking, salary structures, annual compensation planning, pay equity, career progression, and compensation governance.

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

Compensation Strategy & Program Management

• 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.

Market Benchmarking & Analytics

• 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.

Key Competencies

• Strategic Compensation Expertise
• Business & Financial Acumen
• Data Analytics & Modeling
• Job Architecture & Market Pricing
• Executive Communication & Influence
• Attention to Detail & Data Integrity