Senior Compensation Manager

Join Gusto as a Senior Compensation Manager, a key member of the People team responsible for building and scaling compensation programs to attract, retain, and reward top talent. This role requires a systems-first, AI-aware mindset and involves partnering closely with HR Business Partners, Finance, Legal, and business leaders. Success will be measured by the quality and fairness of compensation decisions, the scalability and reliability of programs, and the organization's confidence in operating without constant intervention.

Comfort operating at multiple altitudes — from hands-on analysis and modeling to advising leadership on compensation philosophy and strategy

Clear, concise communicator who can translate complex pay data into narratives and recommendations for non-specialist audiences, including executives

About Gusto

High integrity and intellectual curiosity; someone who asks hard questions about fairness and market position, and isn't satisfied with the status quo

Responsibilities

• Développer, mettre en œuvre et communiquer les programmes, politiques et procédures de rémunération de Gusto, en veillant à l'équité interne, à la compétitivité externe et à l'alignement avec la stratégie commerciale.
• Diriger les cycles de rémunération annuels (mérite, rafraîchissement des actions, benchmarking) et posséder le processus de bout en bout, de la collecte de données à la communication.
• Utiliser des outils d'IA et d'automatisation de manière réfléchie pour accélérer l'analyse, synthétiser les données de benchmarking et réduire la charge de planification et de reporting.
• Hands-on experience running compensation cycles (merit, equity, benchmarking) and building scalable programs from early-stage to maturity

Requirements

• Systems-first orientation: experience building durable workflows, automating reports, or designing operating mechanisms that reduce recurring manual work
• Strong analytical foundation: advanced spreadsheet skills (Excel, Google Sheets), comfort with data modeling, and experience building dashboards or visualizations that leaders actually use
• Survey benchmarking fluency: direct experience with Radford/Aon, Mercer, Pave, or comparable compensation survey tools and methodologies
• AI fluency: hands-on experience using AI tools or automation to accelerate analysis or synthesis, paired with strong judgment around trust and validation
• Background in Mathematics, Finance, Statistics, Economics, or a related quantitative field is preferred but not required

Pay

• Knowledge of compensation and employment law, including FLSA, pay transparency statutes, and pay equity frameworks — or foundational knowledge with a clear drive to build expertise
• 12+ years of experience in Compensation, Total Rewards, People Operations, or a related analytical function — ideally in a high-growth technology environment
• USD 181,000 - 223,573