Senior Compensation Manager

About the role

Abnormal AI is seeking a Senior Compensation Manager to join our Total Rewards team. This role will be instrumental in scaling our compensation programs, particularly for our Go-To-Market teams, as the company prepares for future growth. You will blend operational expertise with strategic thinking, acting as a key partner to business leaders and People Operations.

Key facts

What you'll do

Manage the design, implementation, and ongoing administration of various compensation elements, including base pay, short-term incentives, and equity awards.

Conduct comprehensive market analyses using salary surveys like Radford and Mercer to ensure our compensation remains competitive.

Develop and maintain salary structures, job leveling frameworks, and compensation guidelines to support business expansion.

Oversee compensation review cycles, including merit increases, promotions, bonus payouts, and equity grants.

Lead equity budgeting and tracking, and contribute to materials for the Compensation Committee.

Ensure adherence to all relevant compensation laws and regulations, with a focus on evolving pay transparency requirements.

Analyze compensation data to identify trends, discrepancies, and potential equity issues.

Create and maintain compensation dashboards and reports for senior leadership.

Provide data-backed recommendations for compensation decisions, balancing market data with internal equity.

Serve as the primary compensation subject matter expert for People Business Partners, Finance, Talent Acquisition, and Go-To-Market leaders.

Develop and deliver training and communication materials on compensation topics for managers and employees.

Collaborate with Finance on equity program operations and analysis, Legal on compliance, and Sales Operations on cross-functional compensation initiatives.

Participate in industry benchmarking and compensation surveys.

Lead compensation-related projects, such as system implementations, program redesigns, and pay equity assessments.

Develop project plans, timelines, and communication strategies, ensuring successful project delivery.

Utilize AI tools like Claude and Pave AI features to enhance efficiency in analysis, training content creation, and communications.

Requirements

A minimum of 5 to 7 years of progressive experience in compensation, preferably within a global technology company.

Demonstrated hands-on experience with salary surveys from Radford and/or Mercer.

A deep understanding of compensation principles, program design, and applicable legal frameworks.

Experience leading pay transparency initiatives and conducting pay equity analyses, including the use of statistical methods and tools like Syndio.

Proven ability to apply AI tools to compensation tasks, such as systematizing market pricing, reporting, or analysis through prompt engineering.

A clear perspective on how AI can improve the efficiency and intelligence of compensation programs.

Experience with SOX compliance and managing compensation programs through pre- to post-IPO stages.

A strong track record of analyzing complex data and presenting clear, actionable insights to non-technical stakeholders.

Excellent communication, presentation, and stakeholder management abilities.

Proficiency in HRIS systems, with Workday experience being a requirement.

Advanced skills in Google Sheets or Excel for compensation modeling.

Nice to have

Experience with Pave is highly preferred given our current technology stack.

Familiarity with proxy disclosures and Compensation Committee reporting.

Exposure to supporting sales compensation or working closely with Sales Operations teams.

Experience building or scaling a compensation function in a rapidly growing organization.

A Bachelor's degree in Business, Finance, Human Resources, or a related field.

Residency on the West Coast.

Skills & tools

Radford, Mercer, Syndio, Workday, Google Sheets, Excel, Claude, Pave AI

Practical notes

The base salary range for this position is $137,700 to $198,000 USD. Actual compensation will be determined by factors such as skills, experience, qualifications, and geographic location. This role may also be eligible for bonus or incentive compensation, equity, and a comprehensive benefits package.

Abnormal AI uses AI-assisted tools to help prepare for candidate interviews by suggesting questions and areas for exploration based on resume content and role requirements. These tools do not make hiring decisions or screen candidates automatically; all decisions are made by people.

Abnormal AI is an equal opportunity employer.