Compensation Manager

Mongodb·Atlanta; Austin; Baltimore; Boston; Chicago; Conshohocken; Dallas; Houston; Minneapolis; New York City; Pittsburgh; Washington DCsenior

En corto

→Responsable de la compensación para organizaciones de clientes, asesorando líderes y equipos de HR.
→Ejecuta ciclos de compensación, analiza datos de mercado y diseña marcos para decisiones estratégicas.
→Destacado: lidera proyectos estratégicos en entornos de alta dinámica, con enfoque en tecnología y AI.

Excellent written

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¿Qué piden?

✓7+ años experiencia en compensación, con enfoque en organización de clientes.
✓Experiencia comprobada en gestión de ciclos de compensación y nivelación.
✓Conocimiento profundo de planes de incentivos para ventas.
✓Habilidades analíticas y de comunicación avanzadas para stakeholders ejecutivos.
✓Capacidad para trabajar de forma autónoma y colaborar con finanzas y operaciones.
✓Experiencia en empresas tecnológicas de alto crecimiento, con presencia global.

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RadfordWTWcompensation-planning toolsincentive-compensation toolsanalytics toolsSales OperationsFinanceHRBPmarket benchmarkingmanager enablement materials

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The Compensation team serves as a strategic advisor to business leaders, managers, and employees across MDB. We use data and insights to drive value and build the tools, models, and frameworks that support sound compensation decisions. This role sits within Compensation and partners closely with the Customer organization —and with Recruiting, Finance, Sales Operations, Legal, and HR. The Difference You Will Make We are looking for a Compensation Partner to serve as the dedicated partner for the Customer organization. This role will support VP and Director-level leaders, and their HRBP partners as the primary day-to-day compensation resource. The ideal candidate will be a trusted business partner and builder of compensation programs, tools, and frameworks. They will bring deep experience supporting Customer organizations, a strong understanding of various incentive plans, and the ability to partner effectively with Operations and other teams that design them. This person must be comfortable operating autonomously, influencing senior stakeholders, and navigating a fast-moving environment. A Typical Day • Serve as the dedicated compensation partner for the Customer organization, supporting leaders and People Partners across Customer Success, Professional Services, Technical Services and Strategic Partners teams • Provide data-informed guidance on new-hire offers, internal equity, leveling, promotions, retention actions, and out-of-cycle requests • Build a strong understanding of incentive plans and partner with the teams that design them to assess effectiveness and support informed compensation decisions • Own Partners compensation-cycle execution end-to-end, including market benchmarking, budget modeling, manager enablement, and leadership rollups • Lead competitive intelligence for Customer roles, researching compensation trends, pay practices, incentive structures, and talent movement in the evolving technology and AI landscape • Supplement survey data with recruiting signals, offer data, sales talent trends, and other real-time market sources • Partner with Recruiting and People Partners on market insights and competitive positioning for hires at all levels • Analyze compensation programs using data, business results, and stakeholder feedback; recommend improvements that support growth, retention, and pay-for-performance principles • Lead strategic projects such as incentive-plan governance, job architecture, or compensation-planning tool implementation • Develop manager enablement materials and training on compensation philosophy and decision-making Your Expertise • 7+ years of compensation experience, including significant experience as a compensation business partner • Proven track record supporting Customer orgs, with end-to-end ownership of cyclical compensation programs • Experience supporting the implementation, administration, and communication of Sales incentive plans, with a strong understanding of how they operate • Experience partnering with Finance and Sales Operations on incentive-plan modeling, budgeting, forecasting, attainment analysis, and reporting • Strong knowledge of third-party survey methodologies, such as Radford and WTW, and the ability to build and validate pay structures across geographies and functions • Strong analytical, problem-solving, communication, and executive-presenting skills • Experience leading cross-functional initiatives in ambiguous, fast-moving environments Preferred Experience and Skills • Experience in both compensation business partner and program roles • Experience supporting a high-growth technology company, preferably in a global Customer environment • Experience with compensation-planning, incentive-compensation, and analytics tools • Excellent written

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