Senior Manager Compensation Benefits

About the Role

We are looking for a Senior Manager , Compensation & Benefits. This position plays a dual role: acting as a C&B strategic partner to business leaders while driving C&B Strategy and roadmap framework. Additionally, you will build our total rewards strategy to support sustainable business growth.

The ideal candidate is both strategic and hands-on, possessing strong business acumen alongside a proven track record of scaling organizations, developing leaders, and driving impactful people outcomes.

Key Responsibilities

1. Strategic HR Business Partnering

• Align Strategy: Partner closely with senior leadership to align people strategy with overarching business priorities.
• Trusted Advisor: Act as a trusted advisor on organization design, talent management, and performance matters.
• Execution Plans: Translate complex business goals into actionable people strategies and execution plans.

2. Compensation Management

• Frameworks & structures: Develop and maintain salary structures, job grades, and comprehensive compensation & sales incentive frameworks.
• Market Benchmarking: Conduct regular market benchmarking and salary analysis to ensure external competitiveness.
• Cycle Management: Oversee and manage the annual salary review, bonus, and incentive cycles.
• Talent Decisions: Partner with business leaders on promotion, retention, and strategic offer recommendations.
• Pay Equity: Ensure internal pay equity and continuous alignment with the company's performance philosophy.

3. Benefits & Total Rewards

• Program Management: Manage employee benefits programs, including insurance, wellness, leave, and retirement plans.
• Optimization: Review and optimize benefits offerings to measurably improve employee experience and retention.
• Vendor Relations: Work closely with external vendors, brokers, and insurers on renewals and plan administration.
• Education: Drive total rewards communication and employee education initiatives to maximize program value.

4. Leadership & Team Management

• Capability Building: Lead and develop C&B capabilities within the internal HR team.
• Performance: Set clear priorities, OKRs, and professional development plans for the team.
• Function Growth: Build a strong, commercially driven, and business-oriented HR function.

5. Cross-Functional Collaboration

• Scalability: Ensure alignment, consistency, and scalability of HR programs across different markets and business units.

Requirements

• Experience: Minimum 8 years of progressive HR experience, with strong, proven exposure in C&B roles.
• Stakeholder Management: Proven experience partnering closely with senior stakeholders and leadership teams.
• Core Expertise: Deep knowledge of organizational design, performance management, and structural C&B frameworks.
• Background: Open to considering candidates coming directly from a C&B consulting background.
• Environment: Experience thriving in fast-paced or scaling environments (technology sector preferred).
• Soft Skills: Exceptional stakeholder management, communication, and influencing skills.
• Mindset: A strategic thinker with strong execution capability; hands-on, adaptable, and commercially driven.