Manager / Senior Manager, Total Rewards & Key Projects

Responsibilities

• Own day-to-day compensation programs across a global, remote workforce, including base pay, variable pay, and equity-related processes.
• Partner with leaders on offers, promotions, leveling, and pay decisions so recommendations are consistent, market-aware, and aligned to our philosophy.
• Build and maintain job architecture, including job IDs, job families, levels, and titles, so hiring, pay, and reporting sit on a clean foundation.
• Implement, configure, and support compensation platforms and related tools. You do not need to have used a specific vendor; you do need to have stood up or been a primary operator of a compensation system, and to keep it accurate as the company changes.
• Support pay equity, pay transparency, and related compliance work with practical analysis and process, not just policy language.
• Support Recruiting with timely, usable data: ranges, leveling guidance, offer competitiveness, and exception context so offers can move in real time.
• Maintain job ID integrity as requisitions are opened, backfilled, and re-leveled. Keep the connection between the job catalog and how we hire clean and current.
• Own or partner on headcount planning with Finance and business leaders: annual plans, in-year changes, backfills vs. new roles, and the connection between the job catalog, reqs, and approved seats.
• Own or partner on people budgeting: compensation budgets, merit/bonus/equity pool modeling, offer and promotion cost impact, and actuals vs. plan.
• Build views leadership can use to make decisions.

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