Compensation Manager

Responsibilities

We are seeking a Compensation Manager to support the administration and continuous improvement of the organization's global compensation programs, job architecture, and pay structures. This role is responsible for maintaining compensation data integrity, administering compensation processes in Workday and Pave, and delivering market and internal pay analyses.  This role partners closely with People Partners, Talent Acquisition, Finance and leaders in providing compensation guidance and analytical support to drive competitive and equitable pay decisions. This is a 6-month temporary assignment with potential to convert.

In this role, you will also be responsible to:

Global Job Architecture Administration

• Support the ongoing maintenance of the global job architecture by creating, updating, and validating job titles, job profiles, job families, and job levels.
• Ensure job architecture changes are accurately reflected in Workday and downstream compensation and Finance systems.
• Perform regular audits to identify data quality issues, maintain documentation, and support governance processes to ensure consistency with Workato’s job architecture framework.

Global Pay Structure Administration

• Maintain and administer global pay bands across job families and geographic locations by supporting market pricing activities, analyzing market and internal pay data, and recommending pay range updates that balance market competitiveness and internal equity.
• Prepare compensation analyses and recommendations for review by compensation leadership, and ensure approved pay structures are accurately maintained in Pave, Workday, and related Finance systems.
• Partner with People and Finance to support hiring, budgeting, headcount planning, and ongoing compensation programs through accurate pay structure administration and data integrity.

Workday Compensation Processes & Data Integrity

• Support the administration and continuous improvement of Workday compensation processes by identifying opportunities to enhance efficiency and data quality.
• Maintain the integrity of compensation and job architecture data within Workday, ensuring compensation eligibility rules and related configurations are accurate, and aligned with established policies.
• Perform regular audits and partner with the internal Workday support team to resolve data discrepancies, troubleshoot business processes, and implement process improvements. 
• Partner with People and Finance teams to support reporting, planning, and compensation program administration.

Compensation & People Analytics Reporting

• Develop, maintain, and enhance compensation and workforce dashboards and reports by identifying opportunities to automate manual reporting and improve data quality.
• Partner with the internal Workday support team to implement reporting enhancements within Workday and related systems, ensuring accurate, scalable, and reliable reporting.
• Perform data validation and analysis to support compensation programs, workforce planning, and business decision-making.

Total Rewards Content Management

• Own the Total Rewards Confluence space by creating, maintaining, and enhancing compensation policies and educational resources.
• Ensure content is accurate, easy to navigate, and written in a clear, accessible manner that promotes transparency and helps employees and managers understand
• Total Rewards programs.
• Partner with the People team to keep content current, develop new resources, and continuously improve the employee knowledge experience.

Compensation Cycles

• Administer the annual compensation planning process by configuring and managing compensation cycles within Pave, including system setup, testing, and ongoing support. Coordinate timelines, maintain data integrity, and ensure compensation planning tools and workflows operate effectively. Provide reporting, analysis, and operational support throughout the compensation cycle to enable accurate, timely, and equitable compensation decisions.
• Prepare and submit the company’s annual compensation surveys (e.g., Radford), ensuring accurate, complete survey submissions through effective Workday integration and data validation.
• Run the quarterly bonus process in partnership with Talent Management, ensuring accurate calculations, timely payouts, and clear communication.
• Support the quarterly equity grant cycle by partnering with Stock Administration to track and validate grants and prepare materials for Board approval.

 

Requirements

Qualifications / Experience / Technical Skills

• Bachelor’s degree in HR, Business, Economics, Finance, or related field

• 5+ years of hands-on compensation experience, including global exposure in a high-growth or SaaS environment

• Experience with Radford and other technology-focused compensation surveys

• Experience administering compensation programs in Workday is required; experience with Pave or a comparable compensation planning platform is strongly preferred.

• CCP certification preferred

Soft Skills / Personal Characteristics

• Able to operate independently and ramp quickly to deliver results in a fast-paced environment

• Strong project management, organization, and attention to detail

• Hands-on, execution-focused, and results-oriented with a strong sense of ownership and accountability

• Clear and effective communicator, able to translate broad compensation concepts into practical guidance

(REQ ID: 2882)