Senior Compensation & Analytics Manager

Posted about 1 month agoViewed

💎 Seniority level: Manager, 6 + years

💸 Salary: 146421.0 - 172260.0 USD per year

🏢 Company: Virta Health👥 251-500💰 $133,000,000 Series E about 4 years agoPersonal Health Medical Health Care Diabetes

⏳ Experience: 6 + years

Requirements:

6 + years of experience in compensation, preferably in a high-growth or tech environment.

Strong understanding of compensation, equity programs, and the regulatory environment of private and public companies.

Experience with market data analysis, job evaluation, and maintaining salary structures, including exposure to incentive and equity programs.

Proficient in compensation tools and technologies (e.g., ADP, Workday, Pave, etc.).

Strong business acumen, analytical skills, and the ability to translate data into actionable insights.

Excellent interpersonal and communication skills, with the ability to present complex information clearly to senior leadership and stakeholders.

Ability to manage multiple projects simultaneously and autonomously in a fast-paced environment.

Responsibilities:

Design, implement, and manage compensation programs, including base pay, bonus/incentive plans, and equity (as applicable).

Lead compensation cycles (e.g., merit, promotion, market adjustments), partnering with HRBPs, Talent, and Finance.

Benchmark roles against market data to maintain competitive and equitable pay practices.

Serve as the go-to expert on compensation philosophy, job leveling, and pay transparency.

Ensure compensation practices align with our culture and values.

Deliver data-driven insights and recommendations on topics like pay equity, engagement, turnover, performance and other organizational health indicators.

Provide board- and executive-level guidance with clear and compelling analysis of our people data.

Support workforce planning, budgeting, and strategic people planning with data modeling and scenario analysis.

Collaborate with Talent Acquisition on offers and compensation guidance for new hires.

Partner with Legal and Finance to ensure compensation practices are compliant, auditable, and fiscally aligned.

Lead special projects such as job architecture, pay equity reviews, or compensation training for managers.

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