Senior Manager, Compensation

WHY JOIN ALO?

Mindful movement. It’s at the core of why we do what we do at ALO—it’s our calling. Because mindful movement in the studio leads to better living. It changes who yogis are off the mat, making their lives and their communities better. That’s the real meaning of studio-to-street: taking the consciousness from practice on the mat and putting it into practice in life.

OVERVIEW

The Senior Manager, Compensation is a senior individual contributor and strategic advisor, responsible for architecting and managing the total rewards frameworks that power a world-class, globally distributed workforce. Reporting directly to the Vice President of Human Resources, this role owns the full compensation function end-to-end — from broad-based salary structures and executive pay to international multi-currency programs and ALO’s Stock Appreciation Rights program. The ideal candidate is a credentialed compensation leader who operates with equal confidence in the details of a complex model and the boardroom clarity of an executive recommendation. At a brand built on excellence and intention, this role ensures that how ALO pays its people reflects both principles

RESPONSIBILITIES  

Compensation Strategy and Program Ownership

• Lead the design, administration, and continuous improvement of ALO’s total compensation programs across all levels and geographies.
• Define and maintain pay-for-performance frameworks that support ALO’s growth and business strategy.
• Partner with the VP of HR and senior leadership to translate business priorities into compensation philosophy and policy, and ensure those policies are consistently applied across the organization.

Annual Compensation Process

• Own ALO’s annual compensation review cycle from start to finish — spanning Corporate, Retail, and Warehouse employee populations.
• Lead all aspects of program execution, including manager and employee communication strategy, merit and bonus program design, and timeline management.
• Partner closely with the HRIS team to configure and launch the full cycle in Workday, ensuring the system build accurately reflects program rules, approval workflows, and population-specific logic.
• Serve as the primary point of accountability for a seamless, on-time process that reflects ALO’s standards at every touchpoint.
• Review pay structures for the Warehouse population, including shift differentials, overtime and FLSA classification considerations, and incentive or piece-rate pay models where applicable.

Salary Bands and Job Architecture

• Build and maintain ALO’s salary band structure and job family framework across the full organization.
• Conduct ongoing market pricing using Radford, Mercer, and other survey sources to ensure bands are externally competitive and internally equitable.
• Design job families and leveling criteria that bring clarity to career progression, support consistent hiring decisions, and give HR Business Partners and managers a reliable foundation for compensation conversations.
• This is foundational infrastructure work — the right candidate will build it with the rigor and intentionality it deserves.

Stock Appreciation Rights Program

• Own all aspects of ALO’s SAR program, including grant administration, vesting schedule management, participant communication, and program compliance.
• Maintain meticulous record-keeping in partnership with Finance and Legal, and ensure the program operates smoothly at every stage of the employee lifecycle — from grant to settlement.
• Lead scenario modeling and design analysis when program modifications are under consideration, and serve as the go-to resource for employees seeking to understand their awards.

International Compensation

• Manage total compensation for ALO’s international employee population across active markets including Europe, Asia-Pacific, and other regions, ensuring each market is locally competitive and internally equitable.
• Apply expertise in multi-currency pay structures, in-country allowances, and regional benchmarking to support hiring, annual review cycles, and international expansions.
• Partner with regional HR leads and Legal to navigate statutory compensation requirements and maintain compliance in each jurisdiction.

Analytics, Modeling, and Reporting

• Build and own the compensation analytics infrastructure that gives leadership real-time visibility into pay equity, headcount costs, and program effectiveness.
• Develop financial models and scenario analyses that support business decisions — including international expansions, restructures, and executive negotiations.
• Translate complex data into executive-ready outputs that drive confident, well-grounded decisions at every level of the business.
• Own pay equity analysis and California pay transparency and pay data reporting compliance, conducting regular internal audits and partnering with Legal and People Ops on remediation where needed.

Compensation Budgeting and FP&A Partnership

• Partner with FP&A to build the annual merit and bonus pool budget across Corporate, Retail, and Warehouse populations, modeling cost scenarios at different funding levels for leadership review.
• Feed compensation assumptions — merit increases, promotions, new hire pay — into broader labor cost forecasts, and support quarterly reforecasting.
• Own variance analysis between actual comp spend and budget, and partner with Finance on expense modeling and accounting treatment for SAR and deferred compensation programs.

Cross-Functional Leadership and Influence

• Operate as a trusted partner and subject matter authority to HR Business Partners, Talent Acquisition, Finance, and senior business leaders on all compensation-related questions.
• Bring consistency, credibility, and clear reasoning to every engagement — whether advising on an individual offer, presenting a program recommendation to the executive team, or managing a sensitive compensation negotiation.
• Model ALO’s compensation philosophy and communicate it with precision across the organization. 

QUALIFICATIONS

• 8+ years of progressive compensation experience, with demonstrated ownership of total rewards programs at a senior level 
• Certified Compensation Professional (CCP) designation strongly preferred 
• Hands-on experience managing international and multi-currency compensation programs across at least two geographies 
• Direct experience with equity-adjacent long-term incentive programs, including grant administration and employee-facing communication 
• Advanced Excel modeling skills; ability to build, own, and maintain complex compensation tools and financial models independently 
• Exceptional analytical judgment combined with the executive presence to represent compensation recommendations at the leadership level 
• Experience in a consumer brand, retail, lifestyle, or equivalently competitive talent market 
• Working knowledge of executive deferred compensation plan design and administration, including IRC Section 409A compliance requirements 
• Experience partnering with FP&A or Finance on compensation budgeting, headcount cost forecasting, and variance analysis 
• High degree of discretion and sound judgment in handling highly sensitive executive compensation matters
• Proficiency with Workday compensation modules and market survey platforms (Radford, Mercer, or equivalent) 
• Executive compensation benchmarking experience, including exposure to board-level compensation materials 
• Familiarity with compensation practices across APAC and EMEA markets, including statutory requirements 
• Experience building compensation infrastructure in a high-growth, private company environment

The base salary range for this position is $150,000-$175,000 per year which represents the current range for the base salary for this exempt position. Please note that actual salaries will vary based on factors including but not limited to location, experience, and performance. As such, on occasion and when applicable, there is the possibility that the final, agreed-upon base salary may be outside of the upper end of the range. Please also note the range listed is just one component of the company’s total rewards package for exempt employees. Other rewards may include performance bonuses, long term incentives, a PTO policy, and many other progressive benefits.

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