Senior Compensation Manager Jobs
Senior Compensation Manager jobs are open across technology, financial services, healthcare, manufacturing, and retail, from senior individual contributor to director-adjacent levels, with specializations in executive compensation, equity program design, and broad-based pay strategy. Find a role that fits from the openings below and apply directly.
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Showing 5 of 120+ Senior Compensation Manager jobs
ABOUT BASETEN
Baseten powers mission-critical inference for the world's most dynamic AI companies, like Cursor, Notion, OpenEvidence, Abridge, Clay, Gamma and Writer. By uniting applied AI research, flexible infrastructure, and seamless developer tooling, we enable companies operating at the frontier of AI to bring cutting-edge models into production. We're growing quickly and recently raised our $300M Series E, backed by investors including BOND, IVP, Spark Capital, Greylock, and Conviction. Join us and help build the platform engineers turn to to ship AI products.
THE ROLE
Baseten is building for talent density. We believe attracting and retaining exceptional people, and ensuring they feel recognized and valued for their impact, is core to becoming the best place to work. Compensation is a critical lever in that mission. As our Compensation Manager, you will own compensation programs company-wide. You’ll be a trusted advisor to senior leaders, shaping our compensation philosophy, leveling framework, and equity programs to ensure we remain competitive, principled, and performance-oriented as we scale. This role blends strategy and execution: designing clear, fair systems while moving quickly in a high-growth environment.
Responsibilities
- Own and evolve Baseten’s company-wide compensation strategy, philosophy, and programs.
- Collaborate with leadership and HRBP to create and evolve job architecture and leveling frameworks.
- Build and maintain compensation bands. Conduct regular market benchmarking to ensure comp bands and strategy remain competitive in a fast moving industry.
- Partner closely with Talent to design and approve competitive new hire offers, advising on negotiation strategy within our compensation principles.
- Lead bi-annual leveling and compensation review cycles to ensure market competitiveness and reward high performance across teams.
- Manage new hire equity grants in partnership with Finance and Legal. Design and administer a thoughtful equity refresher program for tenured employees.
- Oversee annual bonus planning and payouts, ensuring alignment with company performance and individual impact.
- Partner with HRBPs and managers on compensation decisions related to promotions, retention, recognition, and off-cycle adjustments.
- Select and optimize compensation tooling, ensuring data integrity, operational efficiency, and thoughtful use of automation.
REQUIREMENTS
- 7+ years of experience in compensation or total rewards, ideally within high-growth technology companies (Series D through IPO stage preferred).
- Deep expertise in equity compensation, including stock options and RSUs, with experience designing and managing equity refresher programs.
- Strong analytical rigor with advanced proficiency in Excel or Google Sheets, HRIS systems, and benchmarking tools.
- Proven experience designing and evolving salary bands, leveling frameworks, bonus plans, and variable or incentive compensation programs.
- Comfortable leading companywide compensation and performance review cycles, including managing inputs from many stakeholders and calibrating across teams.
- Ability to operate as both a strategic advisor to senior leadership and a hands-on builder of scalable, principled compensation systems.
- High ownership and sound judgment in time-sensitive situations such as candidate negotiations, promotions, and retention decisions.
- Exceptional communication skills, with the ability to clearly articulate compensation philosophy and influence cross-functional stakeholders.
- Nice to have: Experience building and leading a team.
- Nice to have: Experience owning benefits strategy and evaluating vendors, including healthcare funding models and 401(k) plan design.
BENEFITS
- Competitive compensation, including meaningful equity.
- 100% coverage of medical, dental, and vision insurance for employee and dependents.
- Flexible PTO policy including company wide Winter Break (our offices are closed from Christmas Eve to New Year's Day!).
- Paid parental leave.
- Fertility and family-building stipend through Carrot.
- Company-facilitated 401(k).
- Exposure to a variety of ML startups, offering unparalleled learning and networking opportunities.
Compensation Range: $180K - $230K
Apply now to embark on a rewarding journey in shaping the future of AI! If you are a motivated individual with a passion for machine learning and a desire to be part of a collaborative and forward-thinking team, we would love to hear from you.
At Baseten, we are committed to fostering a diverse and inclusive workplace. We provide equal employment opportunities to all employees and applicants without regard to race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status.
We are an Equal Opportunity Employer and will consider qualified applicants with criminal histories in a manner consistent with applicable law (by example, the requirements of the San Francisco Fair Chance Ordinance, where applicable).
ABOUT BASETEN
Baseten powers mission-critical inference for the world's most dynamic AI companies, like Cursor, Notion, OpenEvidence, Abridge, Clay, Gamma and Writer. By uniting applied AI research, flexible infrastructure, and seamless developer tooling, we enable companies operating at the frontier of AI to bring cutting-edge models into production. We're growing quickly and recently raised our $300M Series E, backed by investors including BOND, IVP, Spark Capital, Greylock, and Conviction. Join us and help build the platform engineers turn to to ship AI products.
THE ROLE
Baseten is building for talent density. We believe attracting and retaining exceptional people, and ensuring they feel recognized and valued for their impact, is core to becoming the best place to work. Compensation is a critical lever in that mission. As our Compensation Manager, you will own compensation programs company-wide. You’ll be a trusted advisor to senior leaders, shaping our compensation philosophy, leveling framework, and equity programs to ensure we remain competitive, principled, and performance-oriented as we scale. This role blends strategy and execution: designing clear, fair systems while moving quickly in a high-growth environment.
Responsibilities
- Own and evolve Baseten’s company-wide compensation strategy, philosophy, and programs.
- Collaborate with leadership and HRBP to create and evolve job architecture and leveling frameworks.
- Build and maintain compensation bands. Conduct regular market benchmarking to ensure comp bands and strategy remain competitive in a fast moving industry.
- Partner closely with Talent to design and approve competitive new hire offers, advising on negotiation strategy within our compensation principles.
- Lead bi-annual leveling and compensation review cycles to ensure market competitiveness and reward high performance across teams.
- Manage new hire equity grants in partnership with Finance and Legal. Design and administer a thoughtful equity refresher program for tenured employees.
- Oversee annual bonus planning and payouts, ensuring alignment with company performance and individual impact.
- Partner with HRBPs and managers on compensation decisions related to promotions, retention, recognition, and off-cycle adjustments.
- Select and optimize compensation tooling, ensuring data integrity, operational efficiency, and thoughtful use of automation.
REQUIREMENTS
- 7+ years of experience in compensation or total rewards, ideally within high-growth technology companies (Series D through IPO stage preferred).
- Deep expertise in equity compensation, including stock options and RSUs, with experience designing and managing equity refresher programs.
- Strong analytical rigor with advanced proficiency in Excel or Google Sheets, HRIS systems, and benchmarking tools.
- Proven experience designing and evolving salary bands, leveling frameworks, bonus plans, and variable or incentive compensation programs.
- Comfortable leading companywide compensation and performance review cycles, including managing inputs from many stakeholders and calibrating across teams.
- Ability to operate as both a strategic advisor to senior leadership and a hands-on builder of scalable, principled compensation systems.
- High ownership and sound judgment in time-sensitive situations such as candidate negotiations, promotions, and retention decisions.
- Exceptional communication skills, with the ability to clearly articulate compensation philosophy and influence cross-functional stakeholders.
- Nice to have: Experience building and leading a team.
- Nice to have: Experience owning benefits strategy and evaluating vendors, including healthcare funding models and 401(k) plan design.
BENEFITS
- Competitive compensation, including meaningful equity.
- 100% coverage of medical, dental, and vision insurance for employee and dependents.
- Flexible PTO policy including company wide Winter Break (our offices are closed from Christmas Eve to New Year's Day!).
- Paid parental leave.
- Fertility and family-building stipend through Carrot.
- Company-facilitated 401(k).
- Exposure to a variety of ML startups, offering unparalleled learning and networking opportunities.
Compensation Range: $180K - $230K
Apply now to embark on a rewarding journey in shaping the future of AI! If you are a motivated individual with a passion for machine learning and a desire to be part of a collaborative and forward-thinking team, we would love to hear from you.
At Baseten, we are committed to fostering a diverse and inclusive workplace. We provide equal employment opportunities to all employees and applicants without regard to race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status.
We are an Equal Opportunity Employer and will consider qualified applicants with criminal histories in a manner consistent with applicable law (by example, the requirements of the San Francisco Fair Chance Ordinance, where applicable).
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Find JobsSenior Compensation Manager Job Market
A snapshot from current openings nationwide, updated as new roles post.
Who's Hiring
- Brex4
- KPMG3
- Klaviyo3
- Lyft3
- Thermo Fisher Scientific3
Top Industries Hiring
- Technology & Software37
- Consulting & Professional Services10
- Banking & Financial Services7
- Food & Beverage7
- Accounting & Auditing6
What Employers Look For
The qualifications that appear most often in senior compensation manager jobs.
- Bachelor's degree in Human Resources, Business, Finance, or a related field
- 5 or more years of progressive compensation analysis and program management experience
- Proficiency in compensation survey tools such as Radford, Mercer, or Willis Towers Watson
- Experience designing and administering base pay, short-term incentive, and equity programs
- CCP (Certified Compensation Professional) certification preferred or required
- Advanced skills in Excel and HRIS platforms such as Workday, SAP, or Oracle HCM
Tips for Your Senior Compensation Manager Job Search
Quantify your compensation program impact
Recruiters expect numbers behind every program you led. Cite the headcount covered by your pay structures, the number of job families you evaluated, or the percentage reduction in compensation-related attrition you achieved, not just that you managed compensation cycles.
Highlight your job architecture experience
Many postings distinguish between candidates who administer existing salary bands and those who designed or rebuilt a job architecture from scratch. Call out any leveling projects, career framework builds, or market-pricing overhauls you owned, because that distinction shapes which interviews you get.
Apply early to roles that fit
Migrate Mate lists senior compensation manager openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Tailor your resume to the pay philosophy
Job postings often signal whether the company leans toward market-median, pay-for-performance, or pay-equity-driven compensation. Mirror that language in your resume's summary and accomplishments so your philosophy aligns with theirs before the first call.
Prepare a live case study for interviews
Senior compensation manager interviews frequently include a take-home or live exercise where you price a role, flag pay equity outliers, or build a merit matrix. Practice explaining your methodology out loud, because interviewers are testing your reasoning as much as your output.
Negotiate the total rewards package strategically
You already know how employers build offers, so use that knowledge during negotiation. Come in with a specific counter anchored to published survey data from sources like Radford or Willis Towers Watson, and be ready to explain your market positioning rationale the same way you would with an internal client.
Senior Compensation Manager Jobs: Frequently Asked Questions
Which companies are hiring the most senior compensation managers?
The companies hiring the most senior compensation managers right now include Brex, KPMG, and Klaviyo, with the largest share of openings in California, New York, and Texas, based on current listings on Migrate Mate as of June 2026. Demand is highest at large employers undergoing pay equity audits, job architecture redesigns, or mergers that require harmonizing compensation structures.
How many senior compensation manager jobs are remote?
About 29% of senior compensation manager openings are fully remote or hybrid as of June 2026, reflecting the data-heavy, system-driven nature of most compensation work. Executive compensation and equity administration roles tend to be the most remote-friendly, while positions that require frequent collaboration with HR business partners or leadership often prefer hybrid or on-site arrangements.
How do you become a senior compensation manager?
Most senior compensation managers start as compensation analysts, spend several years pricing jobs, building salary structures, and running merit cycles, then take on ownership of a full program or a specific population like sales or executive. Earning a CCP certification signals technical credibility, and building experience with at least one major HRIS and a recognized compensation survey tool makes you competitive for senior roles.
Can you get hired as a senior compensation manager without direct compensation experience?
It's possible if your background is adjacent and you can demonstrate transferable analytical depth. HR business partners who owned merit planning, finance professionals who modeled incentive payouts, or people analytics leads who built pay equity models have made the transition. The key is framing past work in compensation terms and getting a CCP or completing a compensation-focused certificate to close the credential gap.
What does the senior compensation manager interview process look like?
Expect a phone screen with a recruiter focused on your experience level and team fit, followed by a technical interview where you walk through a compensation program you designed or a methodology you use for market pricing. Many employers add a take-home exercise covering job evaluation, salary band construction, or an incentive plan review. Final rounds typically include a panel with HR leadership and a finance or business stakeholder.
Where can I find and apply to senior compensation manager jobs?
You can find and apply to senior compensation manager jobs on Migrate Mate, which lists current openings from across the United States. Find roles that match your experience and compensation specialty, then apply directly to each listing from the page.
See All 120+ Senior Compensation Manager Jobs
Jump back to the full list of openings and apply to any senior compensation manager role that fits.
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