Sr. Manager, Compensation

Benefits

Parental leave

Not verified

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

$165K-$185K not verified - source not recorded; timestamp not recorded

401(k) match

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Market context

U.S. role benchmark (BLS OEWS)

$81,650 U.S. median for this role

Projected growth (BLS Employment Projections)

+6.9% - Faster than average

114% above the BLS role benchmark for human resources aggregate.

Matched to SOC 13-1071 - Human Resources 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

Not stated

Where they hire

State eligibility is not yet verified.

About this role

Sr. Manager, Compensation Irvine, California, United States WHAT YOU'LL DO The Sr. Manager, Compensation is the hands-on execution engine of Viant's Compensation function. This role owns compensation cycles, benchmarking, internal equity analysis, census accuracy, and compensation data integrity across all systems. They partner closely with the Sr. Director of Compensation, Talent Acquisition, HR Operations, and Finance to ensure clean data, disciplined pay practices, and reliable headcount and compensation forecasting. This role delivers the analytical horsepower and operational precision behind Viant's compensation strategy. THE DAY-TO-DAY - Run annual merit, bonus, and equity cycles end-to-end, including data prep, audits, templates, modeling, and manager support. - Build, maintain, and reconcile compensation files used for comp cycles and executive reviews. - Conduct market pricing, maintain job architecture and salary bands, evaluate new job requests, and ensure consistent leveling and pricing across functions and locations. - Own day-to-day accuracy of the compensation census-job codes, bands, geography, cost centers-and partner with HRIS on audits, validations, and corrections. - Maintain rolling headcount and compensation forecasts; model the impact of hires, exits, promotions, and adjustments to support annual and ongoing planning. - Provide cost analyses, scenario modeling, and recommendations during reforecast and planning cycles, streamlining and automating reporting where possible. - Partner with Talent Acquisition to review offers, ensure internal equity, validate band placement, and support offer guidelines and negotiation guardrails. - Produce compensation dashboards and analytics (compa-ratios, distribution, equity, compression, geographic differentials, risk areas) and provide ad hoc insights to HR, TA, and Finance. - Ensure compliance

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