Senior Compensation Manager

About the role

Join Calendly to shape compensation programs that support our rapid growth. This role is crucial for ensuring fair and competitive pay practices as we scale. You will be a key individual contributor, driving compensation initiatives and providing expert guidance.

Key facts

What you'll do

• Oversee bi-annual compensation processes, including merit increases, promotions, bonuses, and equity adjustments, ensuring accuracy and timely completion.
• Act as a primary advisor for compensation-related decisions, such as offers, promotions, retention strategies, and off-cycle pay adjustments, balancing market data with internal equity.
• Educate People Business Partners and managers on compensation principles to empower them in pay discussions.
• Maintain and enhance Calendly's job leveling and salary band structure to align with company expansion.
• Support People Business Partners and Talent Acquisition with job classification and leveling.
• Monitor and interpret compensation legislation, translating requirements into actionable policies and communications.
• Manage compensation data within Workday, including job and grade profiles, and assist with cycle configuration.
• Prepare executive-level compensation materials for the Compensation Committee, synthesizing data and market insights.
• Lead participation in compensation surveys, analyze market data, and present findings to inform strategy.
• Drive and contribute to special compensation projects, transforming business needs into data-backed recommendations.

Requirements

• Minimum of 8 years of experience in compensation management, preferably in high-growth SaaS or technology environments.
• Proven project management and organizational capabilities.
• Advanced proficiency in Google Sheets or Microsoft Excel, including pivot tables, VLOOKUP, and complex formulas.
• Experience working with third-party compensation vendors such as Radford.
• Familiarity with Workday, specifically Core and Advanced Compensation modules.
• Comprehensive understanding of compensation laws, including FLSA, exemption thresholds, and pay equity regulations.
• Strong written and verbal communication abilities.
• Must be legally authorized to work in the United States; no immigration sponsorship is offered.

Nice to have

• Experience with equity compensation programs.

Skills & tools

• Workday
• Google Sheets
• Microsoft Excel
• Radford (or similar compensation survey vendor)

Practical notes

• Salary ranges: Tier 1: $171,636 - $201,925; Tier 2: $157,333 - $185,098; Tier 3: $143,030 - $168,271 USD. These ranges are subject to change and depend on factors like experience, skills, interview performance, and location.
• Compensation is comprised of base salary, equity awards, and benefits. Sales employees may also be eligible for incentive programs.
• Geographic pay tiers are determined by employee zip code: Tier 1 (San Francisco, San Jose, New York City), Tier 2 (Chicago, Austin, Denver, Boston, Washington D.C., Philadelphia, Portland, Seattle, Miami, and all other California cities), Tier 3 (all other locations).
• Employment is not available in Alaska, Delaware, Hawaii, Idaho, Iowa, Montana, Nebraska, North Dakota, Rhode Island, South Dakota, and West Virginia.
• Occasional travel may be required for company events or team collaboration.
• Reasonable accommodation requests for individuals with disabilities can be made through the recruiter.
• Candidate Privacy Statement and Notice at Collection for California Candidates are available.