Sr. Business Operations Manager, Executive Compensation

Benefits

Parental leave

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Non-birth-parent leave

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Family-building benefits

• Fertility benefits: Not verified
• Adoption assistance: Not verified
• Surrogacy assistance: Not verified

Mental health support

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Relocation assistance

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Childcare support

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Learning budget

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Verification

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Salary

$149K-$201K not verified - source not recorded; timestamp not recorded

401(k) match

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Market context

U.S. role benchmark (BLS OEWS)

$111,944 U.S. median for this role

Projected growth (BLS Employment Projections)

+13.7% - Much faster than average

56% above the BLS role benchmark for data and ml aggregate.

Matched to SOC 15-1252 - Data and ML aggregate by role bucket.

Source: U.S. Bureau of Labor Statistics, OEWS, May 2024 and Employment Projections, 2024-2034.

Schedule

Shift type

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Weekend work

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Application

Cover letter

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Assessment

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Deadline

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Where they hire

State eligibility is not yet verified.

About this role

Sr. Business Operations Manager, Executive Compensation New York, New York, USA We are seeking a Sr. Business Operations to operate as a senior leader within Executive Compensation, owning how we translate strategy into an integrated, scalable operating model for executive talent decisions. This role sits at the center of Executive Compensation and connects it across Executive Recruiting, Executive Talent Management, Broad-Based Compensation, and business leadership - ensuring compensation is not a downstream output, but a core input into how we hire, manage, and retain senior talent. You will drive the mechanisms, frameworks, and operating rigor that enable high-judgment, high-velocity decisions for our most senior leaders. Key job responsibilities Own the Executive Compensation Operating System - Define and run the mechanisms that govern executive compensation decisions (e.g., new hire structuring, annual planning, off-cycle actions, retention strategies). Ensure consistency, scalability, and auditability across all decisions. Lead Cross-Functional Integration at the Executive Level, drive alignment across stakeholders in a complex matrixed organization. Translate Strategy into Precision Execution - Convert broad compensation philosophy into high-resolution frameworks that enable differentiated, role-specific decision-making. Ensure continuity across the executive lifecycle-from offer design through ongoing compensation and retention. Eliminate fragmentation across hiring, planning, and talent management processes. Own Data, Insights, and Decision Narratives - Synthesize internal equity, external market data, and recruiting signals into clear, decision-ready narratives for senior leadership. Elevate the quality and consistency of executive compensation decisions. Build Scalable Mechanisms and Tools - Serve as the interface with tech organizations to design and implement tools, workflows,

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