Senior Compensation Manager at Guild.xyz

<div class="content-intro"><p>To thrive as a company and meet our impact goals, we must cultivate a culture of high-performance. You can read about our culture principles <a href="https://guild.com/careers" target="_blank">here</a>.</p> <p>We know managers are often the single-largest driver of employee satisfaction and growth, and our talent is our biggest asset. Because of that, we’ve identified consistent expectations for all of <a href="https://guild.com/careers/people-manager-expectations">Guild’s people managers</a> — helping you know what to expect from your experience here.</p> <p>If you are an Internal Candidate, please apply via our <a href="../../internal_job_board">Internal Job Board</a>. </p> <p>----</p></div><p>Guild is hiring a Senior Compensation Manager. This role plays an integral part on the Total Rewards team, helping build and scale Guild’s compensation function to align with our employee value proposition, keep Guild in compliance, and partner with internal stakeholders on strategic compensation matters. Our compensation programs are core to the Total Rewards team’s mission of ensuring employees feel valued and rewarded for their contributions, and this role offers the chance to do that work in a fast-paced, ever-changing environment.</p> <p><strong>As Senior Compensation Manager, you will:</strong></p> <ul> <li>Lead the annual compensation cycles, including planning tool setup, data analysis, reporting, troubleshooting, and communications.</li> <li>Perform complex analysis of salary ranges to ensure they remain competitive, recommending consolidation and updates as needed.</li> <li>Lead the design of equity-related compensation and stock option administration, including monthly equity grant analysis.</li> <li>Manage job evaluation, job family creation, and salary survey benchmarking, including participating in surveys and analyzing results and trends.</li> <li>Serve as a key collaborator on sales incentive plan design and administration.</li> <li>Partner with People Business Partners and the Talent team on compensation-related processes, approvals, questions, and company-wide education.</li> <li>Implement and maintain compensation technology, and partner with the People Operations team to keep systems and HRIS data accurate.</li> <li>Identify opportunities for process improvement and represent the Compensation team on cross-functional People and company project teams.</li> </ul> <p><strong>You are a strong fit for this role if you have:</strong></p> <ul> <li>Deep knowledge of compensation principles, including salary structures, equity compensation, and incentive program design.</li&