Senior Manager of Total Rewards

Position Overview 

We are seeking a strategic and hands-on Senior Manager of Total Rewards to design, implement, and continuously optimize our global compensation programs. As our organization scales and competes for critical talent, this role will ensure our total rewards strategy is competitive, compliant, equitable, and aligned with business goals.

The Senior Manager of Total Rewards will lead initiatives across base pay, incentives, and equity; operationalize job architecture and benchmarking; and drive governance to reduce organizational risk and support growth. 

Key Responsibilities 

• Develop, manage, and enhance compensation frameworks including base salary structures, short-term incentives and long term incentives.
• Partner with sales operations to establish and maintain sales compensation structure, including discretionary payments like commissions.
• Ensure pay practices are equitable and compliant with applicable laws and regulations (pay equity, transparency, FLSA, local posting requirements) and lead periodic pay equity analyses with remediation plans.
• Implement and maintain job architecture, leveling, and career frameworks; benchmark roles to relevant market surveys; calibrate salary ranges, equity eligibility bands, bonus targets and long term incentives structures.
• Lead compensation planning cycles (merit, promotion, bonus, equity refresh), including budgeting, guidance, modeling, communications, and post-cycle analytics.
• Partner with Benefits Administrator to evaluate and optimize benefits programs (health & wellness, retirement, leave policies), as part of the employee's total compensation structure to ensure competitiveness.
• Build dashboards and insights into total rewards competitiveness, utilization, cost, and outcomes; advise leadership with data-driven recommendations.
• Consult with HR Business Partners, Talent Acquisition, Finance, Legal, and business leaders to align rewards with talent and financial strategies.
• Develop clear policies, manager enablement resources, and employee-facing communications to drive understanding and adoption of total rewards programs.
• Manage relationships with external partners (brokers, survey providers, equity administrators), ensuring high-quality services and ROI. 

Qualifications 

Education: 

• Bachelor's degree in human resources, business, finance, economics, or a related field. 

Experience: 

• A minimum of 7–10 years of progressive experience in total rewards, compensation, and/or benefits, including ownership of compensation cycles and program design.
• Experience implementing job architecture, benchmarking, and equity programs strongly preferred.
• Prior experience in a scaling or high-growth tech environment a plus. 

Preferred Qualifications: 

• Experience with global rewards practices and compliance.
• Proven success leading pay equity studies and remediation.
• Background managing incentive/bonus programs (including sales plans) and equity administration.
• Experience building executive-ready analyses and presentations.
• Certification(s): CCP/GRP or CEBS. 

Soft Skills:

• Strong interpersonal and stakeholder management skills.
• Proven ability to collaborate effectively within cross-functional teams (HR, Finance, Legal, Talent Acquisition, business leaders).
• Excellent written and verbal communication skills.
• Meticulous attention to detail and a high bar for data accuracy and governance.
• Strategic thinker with strong analytical and problem-solving skills; comfortable with ambiguity and change.
• Ability to manage multiple priorities and meet deadlines in a fast-paced environment. 

Technology Stack:

• HRIS: Rippling, Workday, Oracle, SuccessFactors, UKG
• Comp: MarketPay, Radford, Mercer, Option
• Admin/Equity platforms: Carta, Shareworks.
• Analytics & productivity: Excel/Google Sheets, PowerPoint/Slides, Power BI/Tableau.
• Collaboration: Teams, other document management tools. 

Physical Requirements 

• Ability to work in a standard office environment and use a computer for extended periods.
• May require occasional after-hours support during compensation cycles or global program rollouts.
• Ability to participate in virtual meetings across time zones as needed.

This job description may not be inclusive to the duties and responsibilities listed. Additional tasks may be assigned to the employee from time to time or the scope of the job may change as needed by business demands.