Compensation Program Manager

About the RoleWe are seeking a Compensation Program Manager to help scale and execute core compensation programs across the company. This individual contributor role is focused on compensation operations, including base pay, equity, and variable pay structures. The Program Manager plays a key role in managing compensation review cycles, supporting equity administration, and helping ensure clarity and consistency around compensation practices. This role partners closely with the Senior Manager of Total Rewards and cross-functional teams across People, Finance, and HR Operations to deliver compliant, structured, and well-documented compensation processes. This role also works alongside a Compensation Analyst who supports data preparation, reporting, and process execution. What You’ll Do Serve as project manager for midyear and year-end compensation review cycles, including timeline creation, template reviews, stakeholder communications, and audit readiness. Partner with Finance on budget modeling, scenario analysis, and compensation-related reporting Review Analyst prepared files for accuracy and readiness before launch. Administer stock grants, equity refreshes and data workflows in partnership with HRIS and Finance Maintain process documentation and ensure data integrity across equity systems. Support equity-related modeling, tracking, and stakeholder education. Maintain job families, job levels, and salary structures in alignment with Total Rewards leadership. Conduct market pricing and internal equity analyses Lead annual compensation survey submission process with Analyst support Oversee and coordinate compensation related projects to ensure clear documentation, process alignment, and timely execution. Support ongoing efforts to clarify and operationalize variable pay structures across different areas of the business. Track documentation and workflows tied to bonus, commission, or other incentive processes as needed. Collaborate with HRBPs and functional leaders on job evaluations and compensation related questions. Draft compensation policies, documentation enablement guides, and training materials. Identify opportunities for process improvement and contribute to Workday optimization efforts. Partner with Finance on process controls, SOX testing and documentation, and IPO readiness. What We Look For Bachelor's degree in Human Resources, Business Administration, or related field preferred. 5+ years of experience in Compensation, Benefits, or HR administration with prior exposure to incentive compensation. Direct experience with equity compensation administration (e.g., RSUs, stock option workflows). Experience supporting equity compensation design. Strong analytical skills with the ability to interpret and present data effectively. Proficient in HRIS, compensation tools, and Microsoft Excel. Knowledge of compensation related regulations, including FLSA, pay equity requirements, and incentive pay compliance. Ability to work effectively in a fast-paced environment. Strong attention to detail, problem-solving, and organizational skills. Excellent communication skills, with the ability to explain complex HR topics clearly. What We Offer You Competitive salary and stock option plan 100% paid coverage of medical, dental and vision insurance Flexible PTO Competitive 401(k) and RRSP program Opportunities for professional growth and development Paid parental leave Health & wellness initiatives The compensation range of this position in San Francisco, CA is USD $120,000-$150,000 annually plus equity and benefits. Within this range, an individual/'s base pay will be dependent on a variety of factors, including without limitation, job-related knowledge, skills, education, and experience. We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. Upgrade does not accept unsolicited resumes from staffing agencies, search firms, or any third parties. Any resume submitted to any employee of Upgrade without a prior written agreement in place will be considered the property of Upgrade, and Upgrade will not be obligated to pay any referral or placement fee. Agencies must obtain advance written approval from Upgrade's Talent Acquisition department to submit resumes and only in conjunction with a valid, fully executed agreement. English is required for all positions, as it involves interacting with staff at Upgrade's offices worldwide. #J-18808-Ljbffr

Created: 2025-09-25