Manager of Compensation

The Manager, Compensation is responsible for the design, implementation, and administration of global compensation programs that align with business strategy and drive organizational performance. This role partners closely with HR Business Partners and business leaders to provide strategic and operational compensation support, ensuring programs are competitive, equitable, and scalable. The role manages two direct reports and plays a key role in delivering core annual cycles, market analysis, and executive-ready insights. This role is ideal for a hands‑on compensation leader who can operate both strategically and tactically, bringing rigor, insight, and partnership to a critical function within Total Rewards. Key Responsibilities Lead the development and execution of core compensation programs, including: Annual merit planning and budget development Annual Long‑Term Incentive (LTI) budget modeling and allocation Short‑term incentive (STI) / bonus accrual forecasting and payout execution Partner with Finance and HR leadership to align compensation spend with company performance and financial targets Support the design and evolution of compensation frameworks, policies, and guidelines Provide working knowledge and support for sales compensation plans, including plan design, quota setting, and payout validation Partner with Sales Operations and Finance to ensure alignment and accuracy Market Data & Analytics Leverage market data sources (e.g., Radford, Mercer, WTW) to benchmark roles and ensure competitive positioning Conduct complex data analysis to identify trends, risks, and opportunities Deliver actionable insights and recommendations to senior leadership Build and maintain compensation models and tools to support decision‑making Job Architecture & Leveling Support the development and maintenance of job architecture, including job leveling and career frameworks Ensure internal equity and consistency across roles and geographies Ad-Hoc Compensation Support Provide consultative support on compensation‑related requests, including: New hire offers and equity recommendations Promotions, transfers, and retention cases Off‑cycle adjustments Partner with HRBPs and leaders to balance market competitiveness with internal equity Compliance & Governance Working knowledge of prevailing wage requirements and H‑1B regulations Ensure compliance with applicable laws, regulations, and internal policies Support audits and documentation requirements Leadership & Team Management Manage, coach, and develop two direct reports, fostering a high‑performance and collaborative team environment Set clear priorities and ensure delivery against tight deadlines and competing demands Review and validate team outputs for accuracy, quality, and strategic alignment Build strong cross‑functional relationships with HR, Finance, Legal, and business leaders Required Experience 6–10+ years of progressive compensation experience, including program management 2-4+ years of experience being a people manager Experience leading annual compensation cycles (merit, bonus, equity) Strong analytical skills with the ability to manage and interpret large datasets Experience working with market data providers such as Radford, Mercer, and/or WTW Working knowledge of sales compensation structures Familiarity with prevailing wage and H‑1B requirements Strong business acumen and ability to influence senior‑level stakeholders Proven ability to manage competing priorities under tight deadlines High level of discretion and ability to handle confidential information Detail‑oriented with strong organizational skills Advanced Excel and data modeling skills (experience with SuccessFactor or similar HRIS a plus) Excellent communication skills, including the ability to translate data into clear, compelling narratives Preferred Qualifications Experience in a high‑growth or fast‑paced environment Exposure to global compensation programs Experience supporting executive compensation or equity programs Bachelor’s degree in HR, Finance, Business, or related field (Master’s or CCP certification a plus) Success Measures Timely and accurate execution of annual compensation cycles High‑quality insights and recommendations that influence business decisions Strong stakeholder satisfaction and partnership Development and retention of a high‑performing compensation team #J-18808-Ljbffr Cirrus Logic