Staff Compensation Manager

Job Description

Job Description

The Staff Compensation Manager plays a critical role in shaping and advancing the organization’s compensation strategy to support business growth, scalability, and talent outcomes. This role is responsible for leading executive (M5+) compensation, driving strategic compensation programs, and developing market-informed approaches that enable the company to compete effectively across geographies and talent segments.

Responsibilities include designing and evolving compensation frameworks, supporting complex and high-impact decisions, and delivering forward-looking insights based on market data and internal trends. The role partners closely with senior leadership, People Partners, Finance, and Recruiting to ensure compensation strategies are aligned with business priorities.

In addition, this role builds scalable tools, frameworks, and analytical approaches that improve consistency and decision quality across the organization. The Staff Compensation Manager also plays a key role in integrating compensation strategies into broader Total Rewards programs and may serve as a successor path to Head of Compensation as the function continues to scale.

 

In this role, you will...

• Lead and support high-impact compensation initiatives such as job architecture evolution, organizational design changes, and  M&A integration.
• Provide analysis and recommendations to support senior leadership decisions on complex compensation matters.
• Lead the design and evolution of executive (M5+) compensation frameworks, including base, equity, and incentive structures- leveraging market insights and robust best practices.
• Ensure executive compensation decisions are aligned with company strategy, internal equity, and external competitiveness.
• Develop frameworks that enable consistent and scalable approaches to compensation across the organization.
• Partner cross-functionally to ensure compensation strategies align with broader People and business initiatives.
• Develop and maintain market pricing strategies across roles, functions, and geographies.
• Support expansion into new cities and markets by providing competitive, data-driven compensation recommendations.
• Analyze external market trends and internal data to inform proactive compensation strategies.
• Leverage data to generate insights that inform compensation decisions and highlight risks or opportunities.
• Build and refine models to support workforce planning, retention analysis, and compensation scenarios.
• Provide structured options and tradeoffs to guide senior leadership decision-making.
• Design and implement tools, templates, and frameworks that improve consistency, efficiency, and scalability of compensation processes.
• Partner with Compensation Analysts and HRIS to ensure data integrity and effective system integration.
• Partner with People Partners, Finance, Recruiting, and business leaders to align compensation strategies with business needs.
• Act as a trusted advisor on complex and sensitive compensation topics.
• Support integration of compensation within the broader Total Rewards strategy, including alignment with benefits programs.

Qualfications

• Bachelor's degree in Human Resources, Business, Finance, or a related field (Master’s degree or relevant certifications are a plus).
• 8+ years of experience in compensation, with exposure to executive compensation and strategic program work.
• Strong analytical and problem-solving skills, with experience in modeling and data-driven decision-making.
• Deep understanding of compensation practices, market benchmarking, and regulatory considerations.
• Ability to operate in ambiguous environments and drive clarity through structured thinking.
• Strong communication and influencing skills, including the ability to engage with senior leaders.
• Proven ability to build scalable tools, frameworks, and processes.
• High attention to detail and strong organizational skills. 

Base Salary Range

 

There are three major components to compensation for this position: salary, Amazon Restricted Stock Units (RSUs), and Zoox Stock Appreciation Rights. A sign-on bonus may be offered as part of the compensation package. The listed range applies only to the base salary. Compensation will vary based on geographic location and level. Leveling, as well as positioning within a level, is determined by a range of factors, including, but not limited to, a candidate's relevant years of experience, domain knowledge, and interview performance. The salary range listed in this posting is representative of the range of levels Zoox is considering for this position.

 

Zoox also offers a comprehensive package of benefits, including paid time off (e.g. sick leave, vacation, bereavement), unpaid time off, Zoox Stock Appreciation Rights, Amazon RSUs, health insurance, long-term care insurance, long-term and short-term disability insurance, and life insurance.

About Zoox

Zoox is developing the first ground-up, fully autonomous vehicle fleet and the supporting ecosystem required to bring this technology to market. Sitting at the intersection of robotics, machine learning, and design, Zoox aims to provide the next generation of mobility-as-a-service in urban environments. We’re looking for top talent that shares our passion and wants to be part of a fast-moving and highly execution-oriented team.

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Accommodations

If you need an accommodation to participate in the application or interview process please reach out to View email address on ziprecruiter.com or your assigned recruiter.

A Final Note:

You do not need to match every listed expectation to apply for this position. Here at Zoox, we know that diverse perspectives foster the innovation we need to be successful, and we are committed to building a team that encompasses a variety of backgrounds, experiences, and skills.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.