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As a Senior Compensation Manager, you will lead the design and build of a best-in-class compensation infrastructure across broad-based, executive, equity, and sales programs. This is a strategic and hands-on role focused on developing scalable, high-impact frameworks that drive performance, support global growth, and reinforce fairness, transparency, and fiscal discipline. You’ll shape compensation strategies that attract and retain top talent worldwide, aligned with our values and business goals. The role is highly cross-functional and systems-driven, ideal for someone who thrives in a fast-paced, constantly evolving, data-rich environment where innovation meets execution.

The Role You’ll Play

• Build and lead compensation programs across broad-based, executive, equity, and sales roles to drive performance, retention, and business growth
• Design, implement, and continuously evolve global job architecture and leveling frameworks to support career progression and pay equity
• Develop and maintain competitive, transparent compensation ranges aligned to market data and internal structures across geographies and job families
• Lead compensation benchmarking strategy, including survey submission, pricing methodology, and market position analysis using tools like Radford, Mercer, and Pave
• Implement, activate, and optimize compensation systems (e.g., Pave, PayFactors), ensuring clean data flow, market pricing accuracy, and seamless HRIS integration
• Guide executive compensation design, equity strategy, and governance, including ELT-facing materials and support for equity programs
• Lead annual compensation planning cycles, ensuring alignment with budget, compliance with global pay equity laws, and a strong user experience for managers and P&C
• Provide compensation guidance and training to P&CBPs, recruiters, business leaders, and employees to drive informed and consistent compensation decisions
• Build compensation models and analytics to support scenario planning, cost impact modeling, and executive decision-making
• Partner cross-functionally with People, Finance, Sales Comp, and senior leadership to ensure compensation strategy aligns with business priorities, operating plans, and company culture

Experience You Bring

• 8+ years leading compensation programs across global, executive, equity, and sales populations
• Experience building job architecture and global salary structures across multiple geographies
• 2+ years of experience leading high-performing global and/or remote teams
• Hands-on success implementing and optimizing comp systems like Pave and PayFactors, with strong HRIS integration knowledge (DayForce, Workday, ADP or UKG)
• Deep expertise in benchmarking and market pricing using Radford, Mercer, and/or WTW
• Proven experience benchmarking base salaries and incentive compensation for sales roles, in partnership with sales compensation
• Strong command of executive comp design and equity programs (RSUs, options, performance awards)
• Solid understanding of global pay compliance (FLSA, OFCCP, pay equity)
• Advanced analytical skills in modeling, budgeting, and AI-powered insights
• Clear communicator and trusted partner across functions and senior leadership
• Experience working in fast-paced, high-growth tech organizations

Have we piqued your curiosity?

Sound like the role for you? We’d love to hear from you! Even if you’re not 100% sure about potential fit, we still encourage you to apply. We’re looking for the right person, not the perfect series of checkboxes.

Playlist is an Equal Opportunity Employer. We highly value diversity at our company and encourage people of all different backgrounds, experiences, abilities and perspectives to apply. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, disability status, or other protected characteristics.

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