Sr. Engineering Manager - Incentive Compensation Ops.

This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a Sr. Engineering Manager - Incentive Compensation Ops. based in United States.

This is a senior engineering leadership opportunity focused on one of the most widely used areas of a modern incentive compensation platform.
You will lead a team responsible for critical experiences including payouts, reporting, inquiries, statements, and other operational workflows.
A central part of the role is transforming these experiences into AI-native products that reduce manual work and accelerate issue resolution.
You will own engineering delivery, reliability, security, scalability, and business outcomes across your team's portfolio.
Working closely with Product, Design, Platform Engineering, Sales, Support, and Customer Success, you will shape both near-term priorities and long-term strategy.
You will also hire, mentor, and develop engineers while helping build the next generation of engineering leadership.
This role is ideal for a technically strong, people-focused leader who thrives in remote-first environments and enjoys turning complex operational challenges into intelligent products.

Accountabilities:

• Lead and develop the engineering organization: Hire, inspire, mentor, and grow software engineers across experience levels, creating a strong culture of technical excellence, career development, ownership, and continuous learning.
• Set product and engineering direction: Partner with Product, Design, Customer Success, Support, Sales, Platform Engineering, and other teams to establish a clear vision, prioritize roadmaps, and develop strategies that deliver meaningful customer and business value.
• Own engineering delivery and outcomes: Take accountability for the delivery, operational excellence, reliability, performance, and security of critical user-facing systems at scale.
• Provide technical leadership: Establish architectural guardrails, evaluate complex technical challenges, and guide senior engineers through significant architectural and engineering decisions without acting as the primary hands-on contributor.
• Drive AI-native transformation: Lead the evolution of incentive compensation operations from manual workflows toward intelligent, agent-driven experiences that automate repetitive tasks, reduce resolution times, and help users manage complex compensation processes more effectively.
• Improve engineering effectiveness: Establish processes and operating practices that enable engineers to work efficiently, collaborate effectively, and maintain strong relationships with teams across the organization.
• Strengthen engineering leadership: Collaborate with peer engineering managers and contribute to broader organizational initiatives beyond your immediate team.
• Champion organizational values: Model high standards of ownership, collaboration, humility, customer focus, and continuous improvement in day-to-day leadership.

Requirements:

• Engineering leadership experience: 5+ years of experience managing software engineers, ideally within a remote-first B2B SaaS or startup environment.
• Software development background: 8+ years of full-time software development experience, preferably in product engineering or full-stack roles.
• Talent development: Demonstrated success hiring, developing, and retaining engineering talent, with a genuine commitment to helping engineers advance their careers.
• Product and user focus: Strong customer orientation and a track record of delivering high-quality, impactful products and features throughout the full development lifecycle.
• Technical depth: Ability to understand complex architectural problems, challenge technical approaches constructively, and guide senior engineers toward sound and scalable decisions.
• AI expertise and perspective: Genuine enthusiasm for AI-native product development, with hands-on experience or a strong, well-informed perspective on using AI and intelligent agents to eliminate manual work and transform user experiences.
• Communication: Exceptional written, verbal, and interpersonal communication skills, with the ability to establish trust and influence cross-functional partners in a distributed environment.
• Leadership mindset: High ownership, adaptability, humility, curiosity, and a growth mindset, with the ability to operate effectively in a fast-paced and sometimes ambiguous environment.
• Remote collaboration: Demonstrated ability to lead distributed teams and maintain effective communication, alignment, and accountability across remote stakeholders.
• Operational mindset: Willingness to participate in an on-call rotation and help ensure timely resolution of critical issues and continued system availability.

Benefits:

• Compensation: $186,102–$272,414 USD annually in OTE across North America, with the actual offer determined by factors including location, proficiency, and anticipated performance.
• Comprehensive healthcare: 100% coverage for medical, dental, and vision insurance for full-time employees, with approximately 75% coverage for eligible dependents.
• Flexible time off: Flexible vacation policy plus quarterly mental health days.
• Annual stipends: Dedicated funding for professional development and caretaking needs.
• Work anniversary bonuses: Annual bonuses recognizing employee milestones and contributions, increasing with tenure.
• Retirement savings: 401(k) plan for U.S.-based employees.
• Premium equipment: Latest Apple hardware provided to support productive, high-quality work.
• Inclusive workplace: Employee Resource Groups supporting an inclusive community and broader diversity, equity, and inclusion goals.
• Remote-first flexibility: Opportunity to work remotely within the United States.
• Career development: Strong opportunities to grow as an engineering leader through hiring, mentorship, cross-functional leadership, and organization-wide initiatives.

How Jobgether works:

We use an AI-powered matching process to ensure your application is reviewed quickly, objectively, and fairly against the role's core requirements. Our system identifies the top-fitting candidates, and this shortlist is then shared directly with the hiring company. The final decision and next steps (interviews, assessments) are managed by their internal team.

We appreciate your interest and wish you the best!

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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.