Staff Compensation Manager

• The Staff Compensation Manager plays a critical role in shaping and advancing the organization’s compensation strategy to support business growth, scalability, and talent outcomes
• This role is responsible for leading executive (M5+) compensation, driving strategic compensation programs, and developing market-informed approaches that enable the company to compete effectively across geographies and talent segments
• Responsibilities include designing and evolving compensation frameworks, supporting complex and high-impact decisions, and delivering forward-looking insights based on market data and internal trends
• The role partners closely with senior leadership, People Partners, Finance, and Recruiting to ensure compensation strategies are aligned with business priorities
• In addition, this role builds scalable tools, frameworks, and analytical approaches that improve consistency and decision quality across the organization
• The Staff Compensation Manager also plays a key role in integrating compensation strategies into broader Total Rewards programs and may serve as a successor path to Head of Compensation as the function continues to scale
• Lead the design and evolution of executive (M5+) compensation frameworks, including base, equity, and incentive structures- leveraging market insights and robust best practices
• Provide analysis and recommendations to support senior leadership decisions on complex compensation matters
• Ensure executive compensation decisions are aligned with company strategy, internal equity, and external competitiveness
• Lead and support high-impact compensation initiatives such as M&A integration, job architecture evolution, and organizational design changes
• Develop frameworks that enable consistent and scalable approaches to compensation across the organization
• Partner cross-functionally to ensure compensation strategies align with broader People and business initiatives
• Develop and maintain market pricing strategies across roles, functions, and geographies
• Support expansion into new cities and markets by providing competitive, data-driven compensation recommendations
• Analyze external market trends and internal data to inform proactive compensation strategies
• Leverage data to generate insights that inform compensation decisions and highlight risks or opportunities
• Build and refine models to support workforce planning, retention analysis, and compensation scenarios
• Provide structured options and tradeoffs to guide senior leadership decision-making
• Design and implement tools, templates, and frameworks that improve consistency, efficiency, and scalability of compensation processes
• Partner with Compensation Analysts and HRIS to ensure data integrity and effective system integration
• Partner with People Partners, Finance, Recruiting, and business leaders to align compensation strategies with business needs
• Act as a trusted advisor on complex and sensitive compensation topics
• Support integration of compensation within the broader Total Rewards strategy, including alignment with benefits programs

Benefits

• Paid parental leave
• Affinity groups and sports clubs
• Work from home opportunities
• Health insurance
• Our crew’s health and happiness is our first priority. We offer comprehensive health and mental health support, a wellbeing program, and unlimited and flexible paid time away
• We invest in our crew—and their families—for the long term. That includes generous family planning support, caregiver support, and strong cash compensation with great equity upside
• We look after our crew when they’re in the office too. Our famous food program is a great example, featuring a daily changing menu of local and sustainable dishes
• There’s a busy calendar of social events at Zoox, with more sports teams than you can count. And, of course, playing with robots is an important part of the job description- Bachelor’s degree in Human Resources, Business, Finance, or a related field (Master’s degree or relevant certifications are a plus)
• 8+ years of experience in compensation, with exposure to executive compensation and strategic program work
• Strong analytical and problem-solving skills, with experience in modeling and data-driven decision-making
• Ability to operate in ambiguous environments and drive clarity through structured thinking
• High attention to detail and strong organizational skills
• Proven ability to build scalable tools, frameworks, and processes
• Strong communication and influencing skills, including the ability to engage with senior leaders
• Deep understanding of compensation practices, market benchmarking, and regulatory considerations