Sr. Manager, Compensation

Fanatics is building a leading global digital sports platform. We ignite the passions of global sports fans and maximize the presence and reach for our hundreds of sports partners globally by offering products and services across Fanatics Commerce, Fanatics Collectibles, and Fanatics Betting & Gaming, allowing sports fans to Buy, Collect, and Bet. Through the Fanatics platform, sports fans can buy licensed fan gear, jerseys, lifestyle and streetwear products, headwear, and hardgoods; collect physical and digital trading cards, sports memorabilia, and other digital assets; and bet as the company builds its Sportsbook and iGaming platform. Fanatics has an established database of over 100 million global sports fans; a global partner network with approximately 900 sports properties, including major national and international professional sports leagues, players associations, teams, colleges, college conferences and retail partners, 2,500 athletes and celebrities, and 200 exclusive athletes; and over 2,000 retail locations, including its Lids retail stores. Our more than 22,000 employees are committed to relentlessly enhancing the fan experience and delighting sports fans globally. The Role The Compensation Senior Manager serves as a strategic advisor and key partner to HR and business leaders, responsible for leading the design, execution, and continuous improvement of compensation programs. This role bridges strategy and execution by translating business objectives into scalable compensation solutions, while managing complex and often ambiguous scenarios. The ideal candidate is consultative, analytical, and influential, with the ability to independently lead major compensation initiatives, provide data-driven recommendations, and drive alignment across stakeholders while ensuring compliance and internal equity. What You'll Do: Serve as a trusted advisor to HR and senior business leaders, providing guidance on compensation strategies that align with business goals and market practices. Lead the design, implementation, and administration of compensation programs, including base salary, short-term incentives (STI), and long-term incentives (LTI). Own and manage key compensation processes such as annual compensation planning cycles, merit increases, bonus planning, and calibration discussions to ensure pay-for-performance alignment. Evaluate complex compensation scenarios and provide recommendations that balance competitiveness, internal equity, and financial constraints. Partner with HR, Finance, and business leaders to develop and execute compensation strategies for new roles, organizational changes, and workforce planning. Conduct and interpret market benchmarking, salary surveys, and compensation analyses to inform decision-making and maintain competitive positioning. Lead job evaluation and job architecture efforts, ensuring consistency, scalability, and alignment across the organization. Develop models, forecasts, and analytics related to compensation and equity programs, including scenario planning and cost impact analysis. Drive alignment across cross-functional stakeholders, influencing decisions through data-driven insights and strong communication. Support the design and execution of equity and LTI programs, including modeling, grant planning, and communication strategies. Ensure compliance with federal, state, and local compensation regulations and internal governance standards. Create and deliver training and guidance materials to HR and business leaders to improve understanding of compensation programs and practices. Continuously assess and improve compensation programs, tools, and processes to enhance effectiveness and scalability. Performs other related duties, responsibilities, and qualifications as required and assigned. What We're Looking For: Bachelor’s degree in business administration, Human Resources, or the equivalent combination of education, training, and work experience Working at or working with large fast-paced complex companies. Demonstrated experience managing compensation programs and advising senior stakeholders. Excellent knowledge of federal and state laws and regulations regarding compensation practices Knowledge of HR policies and procedures as well as federal and state laws regarding employment practice Excellent Excel skills required; must be able to perform V-lookups, create pivot tables and databases, formulate cells within spreadsheets, etc. Ability to effectively use software including human capital management systems (Experience with Pave Compensation is preferred), MS Office, Access, and Visio. Excellent oral and written communication skills & presentation skills. Attention to detail, analytical/reasoning, interpersonal, organizational, and problem-solving skills. Ability to work effectively in a cross-functional team environment Ability to draw accurate conclusions from raw data Ability to interface with all levels of employees Ability to prioritize, multi-task, and maintain flexibility in a fast-paced, changing environment. Problem-solving abilities Ability to establish and maintain effective working relationships with employees, vendors, clients, and public Achieving our goals requires strong collaboration and partnership between our teams and our internal stakeholders. To best support this, the person who accepts this role is expected to be on site, in office four days per week. To provide our employees with flexibility, we offer a unique benefit where employees at Fanatics' corporate entity can work remotely for up to four weeks per year, which can be taken in daily or weekly increments. The salary range represents base pay only and does not include short-term or long-term incentive compensation. When determining base pay as part of a final compensation package, we consider several factors such as location, experience, qualifications, and training. For information about our benefits, please visit As set forth in Fanatics Inc.'s Equal Employment Opportunity policy,we do not discriminate on the basis of any protected group status under any applicable law. We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years. #J-18808-Ljbffr