General Motors

Senior Manager, Compensation - Tech

General Motors$201K — $283K *
Information Technology
8 - 10 years of experience
Job Overview by Ladders

Qualifications

  • 8-10+ years in compensation, with 3+ years in a senior advisory role, ideally in tech domains
  • Expertise in designing compensation programs for tech talent, including salary, incentives, and equity
  • Strong analytical skills with Excel proficiency and data visualization tool experience
  • In-depth knowledge of compensation survey methodologies and market pricing tools
  • Proven ability to influence senior leaders with clear, data-driven insights
  • Experience managing and developing compensation professionals effectively
  • Bachelor's degree in HR, Finance, Economics, Business, or a related field

Responsibilities

  • Lead design and refinement of compensation structures for GM's tech organizations
  • Translate business strategies into compensation frameworks for software, cybersecurity, and AI roles
  • Partner with HR and business leaders to develop proactive compensation strategies
  • Conduct compensation and workforce analytics to guide hiring and retention decisions
  • Build scenario models to analyze potential changes in compensation programs
  • Drive benchmarking and market-pricing strategies for tech roles across key geographies
  • Ensure compliance with governance and legal requirements in compensation designs

Benefits

  • Flexible remote work with in-office presence required for certain locations
  • Continuous learning environment fostering innovation and collaboration
  • Opportunity for team development and career growth in compensation practices
  • Engagement with executive leadership on strategic compensation initiatives
  • A vibrant work culture emphasizing customer-centric approaches and teamwork
Full Job Description
Job Description

Position Summary:

The Senior Manager, Compensation - Tech is a strategic people leader responsible for designing, executing, and governing compensation programs that support GM's technology-focused businesses (e.g., Software & Services, Autonomous/AV, Cybersecurity, Data & AI). This role combines deep compensation expertise with strong business partnership and analytics to drive competitive, equitable, and scalable pay practices in a rapidly evolving tech talent market.

This leader will manage and develop a small team (2-4) of compensation professionals, fostering a culture of collaboration, innovation, and continuous improvement. They will be a key advisor to senior HR and business leaders on tech talent market dynamics, pay positioning, and program design.

Key Responsibilities:

Tech Compensation Strategy & Design
  • Lead and / or support the design and ongoing refinement of compensation structures and programs that support GM's technology organizations, including base salary, cash incentives, and equity programs.
  • Translate business and talent strategies for Software & Services, AV/Autonomous, Cybersecurity, and related tech domains into clear compensation frameworks and guidelines.
  • Partner with HRBPs, Talent Acquisition, and business leaders to define proactive compensation strategies for critical tech roles and premium job families (e.g., AI/ML, software engineering, cybersecurity, data & analytics).
  • Support the evolution of job architecture and leveling for tech roles in alignment with enterprise frameworks, ensuring clarity, consistency, and scalability.


Analytics, Insights & Market Intelligence
  • Lead in-depth compensation and workforce analytics to inform decisions on hiring, retention, promotions, market adjustments, and program design.
  • Build scenario models and cost/impact analyses for proposed changes (e.g., market adjustments, range updates, new incentive plans, retention strategies).
  • Leverage survey data and internal analytics to identify trends, risks, and opportunities in pay practices across key tech markets and geos.
  • Provide clear, executive-ready insights and recommendations to senior stakeholders, simplifying complex analyses into actionable narratives.


Benchmarking & External Market Positioning
  • Own and / or support the benchmarking and market-pricing strategy for key tech roles, including survey participation, matching, and interpretation of results for relevant geographies.
  • Maintain a deep understanding of tech talent market dynamics (e.g., Bay Area, Austin, remote tech hubs), including pay practices, equity participation, and premium skill segments.
  • Ensure GM's compensation programs for tech roles are competitive, equitable, and aligned with both internal peers and external market benchmarks.


Governance, Compliance & Executive Interfaces
  • Ensure compensation recommendations and program designs comply with internal governance (e.g., DOA, ECC guidelines) and relevant legal/regulatory requirements.
  • Contribute to materials for Executive Compensation Committee, senior leadership, and Board reporting related to tech compensation topics as needed.
  • Partner closely with Legal, Finance, and HR operations to ensure audit readiness, data integrity, and disciplined execution of compensation programs.


People Leadership & Team Development
  • Lead, coach, and develop a small team (2-4) of compensation professionals, building deep technical and consulting capability within the team.
  • Set clear priorities, manage workload, and remove obstacles so the team can deliver high-quality, timely support to stakeholders.
  • Create an inclusive, high-performance culture that emphasizes learning, experimentation, continuous improvement, and strong partnership with HR and business leaders.
  • Role-model GM Behaviors, with a strong focus on collaboration, courage, customer-centricity, and innovation.


Qualifications:
  • 8-10+ years of progressive experience in compensation, with at least 3 years in a leadership or senior advisory role; experience supporting technology organizations (e.g., software, digital, data/AI, cybersecurity, AV) strongly preferred.
  • Demonstrated experience designing and implementing compensation programs for tech talent, including base, incentives, and equity.
  • Strong analytical skills with proficiency in Excel and experience with HRIS and data visualization/BI tools (e.g., Power BI, Tableau).
  • Deep knowledge of compensation survey methodologies and market pricing tools (e.g., Radford, Mercer, WTW) and experience with tech market benchmarking across multiple geographies.
  • Proven track record influencing senior leaders with data-driven insights, clear recommendations, and strong storytelling.
  • Experience managing and developing a team of compensation professionals (2-4+), including workload management, coaching, and performance development.
  • Bachelor's degree in Human Resources, Finance, Economics, Business, or related field.


Preferred Attributes:
  • Strategic, systems-level thinker with strong business acumen and the ability to connect compensation strategy to GM's tech and enterprise priorities.
  • Comfortable operating in ambiguity and high-change environments; able to simplify complexity and drive clarity.
  • Passion for data-driven decision-making, experimentation, and continuous improvement.
  • Collaborative, inclusive leadership style that builds strong partnerships across HR, Finance, Legal, and technology organizations.
  • Strong written and verbal communication skills, including the ability to create executive-ready materials and facilitate complex discussions with senior stakeholders.


Compensation:

The compensation information is a good faith estimate only. It is based on what a successful applicant might be paid in accordance with applicable state laws. The actual base salary a successful candidate will be offered within this range will vary based on factors relevant to the position, as well as geography of the selected candidate.
  • The salary range for this role is $201,100 - 283,200.


GM does not provide immigration-related sponsorship for this role. Do not apply for this role if you will need GM immigration sponsorship now or in the future. This includes direct company sponsorship, entry of GM as the immigration employer of record on a government form, and any work authorization requiring a written submission or other immigration support from the company (e.g., H1-B, OPT, STEM OPT, CPT, TN, J-1, etc).This role is based remotely, but if the selected candidate lives within a specific mile radius of a GM hub, they will be expected to report to the location three times a week {or other frequency dictated by your manager}.This job is not eligible for relocation benefits. Any relocation costs would be the responsibility of the selected candidate.

About General Motors

General Motors Company engages in the manufacture and sale of cars and trucks in the United States, China, Brazil, Germany, the United Kingdom, Canada, and Italy. It offers sedans, crossovers, sport utility vehicles, pick-up trucks, coupes, sports/convertibles and hybrid vehicles, hatchbacks/wagons, and vans, as well as mini cars in India. The company also provides parts and accessories, such as iPod and MP3 compatibility, mobility accessories, performance parts, AC parts and services, and merchandise. In addition, it offers vehicle safety, security, and information services. The company provides used vehicles. It offers its products through dealers and distributors. General Motors Company was formerly known as NGMCO, Inc. and changed its name to General Motors Company in July 2009. The company was incorporated in 2009 and is based in Detroit, Michigan. It operates manufacturing facilities in India, the United States, and Canada. General Motors Company operates as a subsidiary of the United States Department of The Treasury. General Motors led global vehicle sales for 77 consecutive years from 1931 through 2007, longer than any other automaker, and is currently among the world's largest automakers by vehicle unit sales. General Motors acts in most countries outside the USA via wholly-owned subsidiaries but operates in China through 10 joint ventures. GM's OnStar subsidiary provides vehicle safety, security, and information services. In 2009, General Motors shed several brands, closing Saturn, Pontiac, and Hummer, and emerged from a government-backed Chapter 11 reorganization. In 2010, GM made an initial public offering IPOs to date and returned to profitability later that year.

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Join the dynamic team at General Motors, a global leader in automotive innovation and technology. At General Motors, we offer unparalleled job opportunities that propel your career forward while contributing to a legacy of engineering excellence.

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As part of our global workforce, you will collaborate with talented individuals who are passionate about shaping the future of transportation. General Motors offers a variety of career paths in engineering, design, IT, marketing, and more. With over 155,000 employees worldwide, our network provides expansive opportunities for networking and professional development.

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Start your career journey with a General Motors internship, where you can apply your academic knowledge to real-world projects. Our internships provide a robust foundation in the automotive industry, with mentorship from experienced leaders. Full-time employees enjoy a wealth of benefits, including comprehensive health care, retirement plans, and performance bonuses, ensuring that your hard work is rewarded.

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Learn more about General Motors
Size
157,000 employees
Market Cap
$46.9 billion
Industry
Net Income
$6.4 billion
Founded
1908
5 Year Trend
-3.2%
Revenue
$122.4 billion
NASDAQ

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