Senior Manager, Compensation – Tech

Job Description

Position Summary:

The Senior Manager Compensation Tech is a strategic people leader responsible for designing executing and governing compensation programs that support GMs technology-focused businesses (e.g. Software & Services Autonomous/AV Cybersecurity Data & AI). This role combines deep compensation expertise with strong business partnership and analytics to drive competitive equitable and scalable pay practices in a rapidly evolving tech talent market.

This leader will manage and develop a small team (24) of compensation professionals fostering a culture of collaboration innovation and continuous improvement. They will be a key advisor to senior HR and business leaders on tech talent market dynamics pay positioning and program design.

Key Responsibilities:

Tech Compensation Strategy & Design

• Lead and / or support the design and ongoing refinement of compensation structures and programs that support GMs technology organizations including base salary cash incentives and equity programs.
• Translate business and talent strategies for Software & Services AV/Autonomous Cybersecurity and related tech domains into clear compensation frameworks and guidelines.
• Partner with HRBPs Talent Acquisition and business leaders to define proactive compensation strategies for critical tech roles and premium job families (e.g. AI/ML software engineering cybersecurity data & analytics).
• Support the evolution of job architecture and leveling for tech roles in alignment with enterprise frameworks ensuring clarity consistency and scalability.

Analytics Insights & Market Intelligence

• Lead in-depth compensation and workforce analytics to inform decisions on hiring retention promotions market adjustments and program design.
• Build scenario models and cost/impact analyses for proposed changes (e.g. market adjustments range updates new incentive plans retention strategies).
• Leverage survey data and internal analytics to identify trends risks and opportunities in pay practices across key tech markets and geos.
• Provide clear executive-ready insights and recommendations to senior stakeholders simplifying complex analyses into actionable narratives.

Benchmarking & External Market Positioning

• Own and / or support the benchmarking and market-pricing strategy for key tech roles including survey participation matching and interpretation of results for relevant geographies.
• Maintain a deep understanding of tech talent market dynamics (e.g. Bay Area Austin remote tech hubs) including pay practices equity participation and premium skill segments.
• Ensure GMs compensation programs for tech roles are competitive equitable and aligned with both internal peers and external market benchmarks.

Governance Compliance & Executive Interfaces

• Ensure compensation recommendations and program designs comply with internal governance (e.g. DOA ECC guidelines) and relevant legal/regulatory requirements.
• Contribute to materials for Executive Compensation Committee senior leadership and Board reporting related to tech compensation topics as needed.
• Partner closely with Legal Finance and HR operations to ensure audit readiness data integrity and disciplined execution of compensation programs.

People Leadership & Team Development

• Lead coach and develop a small team (24) of compensation professionals building deep technical and consulting capability within the team.
• Set clear priorities manage workload and remove obstacles so the team can deliver high-quality timely support to stakeholders.
• Create an inclusive high-performance culture that emphasizes learning experimentation continuous improvement and strong partnership with HR and business leaders.
• Role-model GM Behaviors with a strong focus on collaboration courage customer-centricity and innovation.

Qualifications:

• 8-10 years of progressive experience in compensation with at least 3 years in a leadership or senior advisory role; experience supporting technology organizations (e.g. software digital data/AI cybersecurity AV) strongly preferred.
• Demonstrated experience designing and implementing compensation programs for tech talent including base incentives and equity.
• Strong analytical skills with proficiency in Excel and experience with HRIS and data visualization/BI tools (e.g. Power BI Tableau).
• Deep knowledge of compensation survey methodologies and market pricing tools (e.g. Radford Mercer WTW) and experience with tech market benchmarking across multiple geographies.
• Proven track record influencing senior leaders with data-driven insights clear recommendations and strong storytelling.
• Experience managing and developing a team of compensation professionals (24) including workload management coaching and performance development.
• Bachelors degree in Human Resources Finance Economics Business or related field.

Preferred Attributes:

• Strategic systems-level thinker with strong business acumen and the ability to connect compensation strategy to GMs tech and enterprise priorities.
• Comfortable operating in ambiguity and high-change environments; able to simplify complexity and drive clarity.
• Passion for data-driven decision-making experimentation and continuous improvement.
• Collaborative inclusive leadership style that builds strong partnerships across HR Finance Legal and technology organizations.
• Strong written and verbal communication skills including the ability to create executive-ready materials and facilitate complex discussions with senior stakeholders.

Compensation:

The compensation information is a good faith estimate only. It is based on what a successful applicant might be paid in accordance with applicable state laws. The actual base salary a successful candidate will be offered within this range will vary based on factors relevant to the position as well as geography of the selected candidate.

• The salary range for this role is $201100 - 283200.

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We encourage interested candidates to review the key responsibilities and qualifications for each role and apply for any positions that match their skills and capabilities. Applicants in the recruitment process may be required where applicable to successfully complete a role-related assessment(s) and/or a pre-employment screening prior to beginning employment. To learn more visit How we Hire.

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