Global Compensation Manager

About the role

Conga is a software company that provides document automation and revenue management solutions for businesses worldwide. The Global Compensation Manager will own and drive compensation strategy and programs for a diverse, worldwide workforce. This position is responsible for designing and maintaining salary structures, incentive plans, and equity awards across multiple offices and regions. The manager works closely with senior leadership and human resources teams to ensure that all pay practices remain fair, transparent, and competitive within the market, and the role reports to the vice president of human resources.

Key facts

This role is based in the United States with office presence in two major cities. The position involves managing compensation programs for a global team within a growing software organization. The manager will coordinate with regional teams and corporate stakeholders to develop and execute compensation strategies that support business objectives and drive organizational success.

What you'll do

Lead the design and ongoing administration of global compensation policies for all company regions and business units.

Analyze market data and salary surveys on a regular basis to ensure pay positions remain competitive and equitable.

Manage annual salary review cycles and recommend adjustments based on individual performance and current market trends.

Oversee the creation and maintenance of job leveling and grading frameworks across all departments and functions.

Collaborate with finance and human resources teams to accurately budget for compensation expenses and forecast future costs.

Administer equity and long-term incentive plans for employees at every level of the organization.

Ensure full compliance with federal and state labor laws related to pay, benefits, and employment regulations.

Prepare detailed reports and presentations for senior leadership on compensation trends, benchmarks, and workforce metrics.

Support recruitment efforts by advising hiring managers on competitive offer packages and salary ranges for new hires.

Maintain strict confidentiality and integrity of all employee compensation data, records, and sensitive financial information.

Requirements

Bachelor's degree in human resources, business administration, finance, or a related field is required for this role.

A minimum of eight years of experience in compensation, total rewards, or a closely related discipline is expected.

Proven working knowledge of federal and state wage and hour regulations and compliance standards is essential.

Hands-on experience with compensation data analysis, market pricing methodologies, and salary benchmarking tools is necessary.

Strong understanding of equity plan design and administration for global workforces across multiple countries and regions.

Excellent written and verbal communication skills for presenting complex pay concepts clearly to diverse audiences.

Demonstrated ability to manage multiple projects simultaneously and consistently meet established deadlines in a fast-paced environment.

Proven track record of working effectively with cross-functional teams across different locations and time zones.

Nice to have

Experience with compensation software platforms such as PayScale, Radford, or WorldatWork is highly valued.

Knowledge of international compensation practices and expatriate pay structures for global offices is a strong advantage.

Professional certification from a recognized human resources body such as CCP or CBP is preferred for this role.

Background in the software or technology industry with global operations experience is considered a meaningful plus.

Skills & tools

Proficiency in Microsoft Excel and advanced spreadsheet modeling for compensation analysis and data manipulation.

Familiarity with human resources information systems and dedicated compensation management platforms and software.

Understanding of benefits administration, total rewards philosophy, and broader employee value proposition strategy.

Ability to interpret complex labor laws and translate regulatory requirements into clear internal policies and procedures.

Experience with data visualization and reporting tools for workforce analytics and compensation dashboards.

Knowledge of job evaluation methods, point-factor scoring systems, and other structured assessment frameworks.

Practical notes

This role requires regular coordination with teams in both the Boston and Houston office locations.

Candidates should be prepared to travel occasionally between the two listed office locations as needed.

All compensation data must be handled with strict confidentiality and in accordance with company policy and legal requirements.

The manager will report to the director of human resources or a similarly senior executive within the organization.