Sr. Compensation Manager

About the Role

About Abnormal Security: Abnormal Security is a leading provider of AI-driven cybersecurity solutions. Our mission is to protect organizations from the most sophisticated cyber threats. We are looking for a dynamic Senior Compensation Manager to join our growing team and contribute to our ambitious mission.

As the Senior Compensation Manager you will be the Compensation business partner for our Go To Market Organization and be a key contributor in the design, implementation, and administration of our compensation programs, ensuring they are competitive, equitable, and aligned with our business strategy. This individual contributor will possess a strong analytical mindset, deep expertise in compensation principles, and excellent communication and collaboration skills. This role requires a strategic thinker who can translate complex data into actionable insights and recommendations.

What you will do 

Compensation Program Management:

• Design, implement, and administer base pay, short-term incentives, and long-term incentives programs.
• Conduct market analysis and salary surveys to ensure competitiveness and alignment with industry benchmarks.
• Develop and maintain salary structures, job leveling frameworks, and pay guidelines.
• Manage compensation review processes, including merit increases, promotions, bonus payouts and equity grants.
• Own the equity budgeting and tracking for equity programs and assist in the preparation of Compensation Committee materials.
• Ensure compliance with all applicable federal, state, and local compensation laws and regulations, including the ever evolving pay transparency landscape.

Data Analysis and Reporting:

• Analyze compensation data to identify trends, patterns, and potential issues.
• Develop and maintain compensation reports and dashboards for senior management.
• Provide data-driven recommendations to support compensation decisions.

Consultation and Collaboration:

• Partner with People Business Partners and business leaders to provide compensation expertise and guidance.
• Develop and deliver compensation training and communication materials for employees and managers.
• Collaborate with finance, legal, and other departments to ensure alignment on compensation-related matters.
• Participate in compensation surveys and industry benchmarking initiatives.
• Partner closely with Sales Compensation and Sales Operations.
• Mentor and support junior team members to foster professional development

Project Management:

• Lead and manage compensation-related projects, such as the implementation of new compensation systems or programs.
• Develop plan, manager and employee enablement and training materials with a strong comfort presenting.
• Strong track recording in developing project plans, timelines, and budgets coupled with effective communication plans.
• Monitor project progress and ensure timely completion of deliverables.

Must Haves 

• Minimum of 8 years of progressive experience in compensation working at a global company
• Preferred experience with Radford and Mercer Salary Surveys.
• Strong knowledge of compensation principles, practices, and regulations.
• Experience in rolling out pay transparency initiatives and pay equity analyses. 
• Experience with SOX compliance and pre to post IPO process evolution.
• Experience with Proxy Disclosures is a plus.
• Proven ability to analyze complex data and develop actionable insights.
• Excellent communication, presentation, and interpersonal skills.
• Proficiency in HRIS systems and compensation software (e.g., Workday).
• Experience using Pave is a plus.
• Strong project management skills.
• Excellent proficiency in google suite and data manipulation.
• Comfortable working in a face paced environment with an eagerness to build, learn, and grow

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