We are seeking a highly analytical and dynamic Compensation Manager to serve as a key driver across both broad-based corporate compensation and sales incentive design. In this role, you will operate at the intersection of compensation strategy and execution, managing core programs like base pay, annual merit cycles, and job architecture, while serving as a foundational expert in optimizing our sales commission plans.

This role is a unique hybrid opportunity for a seasoned compensation specialist looking to maintain a broad corporate scope while leveraging technical expertise in sales incentive plan effectiveness and design. You will partner closely with HR Business Partners, Recruiters, Finance, and Sales Operations to ensure our programs are externally competitive, internally equitable, and robustly aligned with business performance.

Key Responsibilities:

• Compensation Enablement & Advisory: Act as a compensation subject matter expert for HR Business Partners and Recruiters. Provide hands-on guidance on offer structuring, salary band interpretation, and total rewards philosophy to ensure consistent and equitable application of compensation policies across the organization.

• Sales Incentive Plan Design and Administration: Lead the end-to-end project management of the annual sales incentive plan (SIP) cycle, including design, stakeholder approval processes, and organizational communication. Partner with Sales Leadership, Finance, and Sales Operations to review commission plan metrics, analyze effectiveness, and establish rigorous workflows to reduce ad-hoc plan changes.

• Offer Strategy & Exception Management: Analyze candidate offers against internal structures and market benchmarks to provide clear, actionable recommendations that minimize exception requests while maintaining competitive positioning.

• Stakeholder Consultation: Act as a trusted advisor to HRBPs, recruiters, and business leaders; translate complex pay structures and benchmarks into clear, actionable advice. Develop tools and training materials to empower HRBPs and Recruiters to make data-driven decisions.

• Market Benchmarking & Survey Management: Conduct comprehensive external market analyses and job matching using third-party compensation surveys (e.g., Radford) to ensure pay levels, structures, and pay mixes remain competitive.

• Job Evaluation & Leveling: Evaluate job descriptions and internal structures to accurately slot net new roles and backfills into the established job architecture.

• Annual Compensation Review: Support the annual compensation review process by preparing data, analysis, and tools that enable managers to make informed, equitable pay decisions.

• Compliance & Governance: Ensure all broad-based and incentive compensation practices strictly comply with regional and federal labor laws, including pay transparency and FLSA designations.

• Process Scaling & Optimization: Identify opportunities to automate, streamline, and scale recurring transactional workflows and data administration utilizing compensation technologies.

Required Qualifications:

• Core Compensation Experience: A minimum of 7 years of professional experience dedicated to corporate broad-based compensation design and administration

• Sales Comp Specialization: At least 2 years of direct experience focused on sales incentive plan design, tracking metrics, or sales compensation analytics is preferred

• Industry Background: Experience working within SaaS, biotech, life sciences, or similar high-growth, performance-driven environments is preferred

• Technical & Analytical Skills: Advanced proficiency in Microsoft Excel or Google Sheets, with a proven ability to build metrics, manage large data sets, and derive strategic conclusions from raw data. Workday experience preferred.

• Cross-Functional Project Management: Demonstrated ability to manage complex cross-functional timelines, coordinate inputs from multiple stakeholders, and navigate ambiguity in a fast-paced environment

• Communication Style: Clear, confident communicator who can articulate technical compensation frameworks persuasively to business partners and senior leaders

CHI Pay Range: $110,000 -$150,000

The expected salary range may vary for other locations. Actual salary may vary based on qualifications and experience. Tempus offers a full range of benefits, which may include incentive compensation, restricted stock units, medical and other benefits depending on the position.