Kforce has a client that is seeking a Senior Compensation Manager in West Palm Beach, FL.
Key Responsibilities:
- Develop and maintain job architecture and leveling guidelines in partnership with People Business Partners and business leaders, providing the foundation for consistent, equitable titling and career progression across the organization
- Ensure compliance with pay transparency laws across all applicable jurisdictions including salary range posting requirements and any required reporting
- Own and manage Vultr's Annual (compensation) review cycle, and quarterly Bonus cycles, including merit planning, budget modeling, manager guidance, and final recommendations to leadership
- Conduct regular internal equity analyses to identify and proactively address compression, pay gaps, and inconsistencies across the employee population
- Advise People Business Partners and business leaders on compensation approaches for international hires, contractors, and any future global mobility scenarios
- Partner with Accounting on the quarterly commission process today, with a path toward this role owning incentive compensation plan design (quotas, accelerators, SPIFs) as the function matures
- Design and recommend GTM incentive compensation structures in partnership with leadership and Finance, ensuring plans drive desired behaviors and remain cost-effective
- Partner with SVP, Global Finance & Accounting and the VP, People Operations on Executive and equity compensation matters, providing market data, benchmarking, and comp design recommendations to inform equity grants and executive pay decisions
- Prepare comp analysis and materials in support of compensation committee or board-level discussions as Vultr's governance needs mature
- Build and maintain a centralized compensation resource library for internal use by People Business Partners, recruiters, and managers
- Bachelor's degree in Human Resources, Finance, Business, or a related field
- 7-10+ years of progressive experience in compensation, total rewards, or a related People function, with demonstrated ownership of compensation program design, implementation and administration
- Proven experience building or significantly maturing a compensation framework, ideally in a high-growth technology company
- Strong experience with job architecture, leveling, and career framework design
- Experience working closely with Talent Acquisition teams to support offer development and competitive positioning in real time
- Experience advising on or supporting executive compensation and equity programs, even where final ownership sits with Finance or the board (e.g., market data, plan design input, comp committee materials)
- Experience designing incentive/variable compensation plans for sales or GTM functions, including quota-setting frameworks and accelerator structures
- Experience managing compensation across multiple countries, including exposure to international pay compliance and market differences (US and India required; Additional global experience a plus)
- Experience with HRIS platforms; BambooHR and ADP experience a plus
- Solid understanding of pay transparency laws and multi-state compensation compliance requirements
- Deep proficiency in compensation benchmarking methodologies and survey tools (specifically Pave)
- Advanced Excel/Google Sheets skills and the ability to build, manage, and present complex compensation models clearly
- Recognized depth in the field, e.g., WorldatWork CCP or GRP certification, or a track record as a go-to compensation authority in a high-growth technology company
The pay range is the lowest to highest compensation we reasonably in good faith believe we would pay at posting for this role. We may ultimately pay more or less than this range. Employee pay is based on factors like relevant education, qualifications, certifications, experience, skills, seniority, location, performance, union contract and business needs. This range may be modified in the future.
We offer comprehensive benefits including medical/dental/vision insurance, HSA, FSA, 401(k), and life, disability & ADD insurance to eligible employees. Salaried personnel receive paid time off. Hourly employees are not eligible for paid time off unless required by law. Hourly employees on a Service Contract Act project are eligible for paid sick leave.
Note: Pay is not considered compensation until it is earned, vested and determinable. The amount and availability of any compensation remains in Kforce's sole discretion unless and until paid and may be modified in its discretion consistent with the law.
This job is not eligible for bonuses, incentives or commissions.
Kforce is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, pregnancy, sexual orientation, gender identity, national origin, age, protected veteran status, or disability status.
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