Sr. Compensation Manager

THE COMPANY:

STACK INFRASTRUCTURE (STACK) provides digital infrastructure to scale the world’s most innovative companies. We are an award-winning industry leader in building, owning, and operating highly efficient, cost-effective wholesale, colocation, and cloud data centers. Each of our national facilities meets or exceeds the highest industry standards in all operational categories of availability, security, connectivity, and physical resilience.

STACK offers the scale and geographic reach that rapidly growing hyperscale and enterprise companies need. The world runs on data. Data runs on STACK.THE POSITION:

We are seeking a seasoned compensation professional to serve as the architect of STACK’s compensation function. This role carries end-to-end accountability for support and management of our full-scale compensation programs—from philosophy and strategy through design, execution, and governance—and for running them with operational excellence as the organization scales.

Reporting to the Director, Total Rewards, you will operate in a hands-on, individual contributor role who manages and provides expertise around the compensation function. You will be a subject matter expert and decision-shaper on compensation, advising leadership and partnering across teams to ensure our pay programs are market-competitive, internally equitable, compliant, and clearly understood.

Compensation Strategy, Program Design & Job Architecture Advise on STACK's enterprise compensation strategy: support the evolution of the compensation philosophy and set the multi-year roadmap for how pay programs evolve as the organization scales.

Evolve & maintain STACK's compensation infrastructure, including salary structures, pay ranges, geographic differentials, and career-level frameworks aligned to our job architecture and maintained within Workday.

Establish job evaluation and leveling methodology, ensuring consistent application of levels, titles, and salary grades across corporate and site-based roles.

Build compensation programs that scale, anticipating the needs of an organization projected to grow annually across multiple markets.

Market Pricing & Benchmarking Own survey participation, market data strategy, and benchmarking across compensation survey sources, including data center, construction, technology, and general industry cuts.

Conduct market pricing for new and existing roles, including hard-to-price critical facilities, engineering, and development positions.

Monitor labor market trends in the data center and critical infrastructure sector and proactively advise leadership on emerging pay pressures, skill premiums, and retention risks.

Perform range penetration, compa-ratio, and internal equity analyses; recommend structure movement and off-cycle adjustments where warranted.

Partner with Talent Acquisition to develop competitive, consistent offer strategies and support offer approvals.

Annual Compensation Cycle & Administration Support and eventually administer the annual compensation review cycle end-to-end, including merit, promotion, bonus and market adjustment budgeting, manager guidance, calibration support, and executive reporting.

Oversee administration of day-to-day compensation operations: new hire offers, promotions, internal transfers, equity reviews, and exception requests to ensure pay consistency and accuracy.

Leverage Workday to administer compensation programs, improve data integrity, and streamline compensation business processes.

Incentive & Variable Pay Programs Document and administer variable pay programs, including annual bonus plans, spot bonus and recognition programs, and role-specific incentives.

Model plan costs and payout scenarios in partnership with Finance; support accrual, funding, and payout processes.

Evaluate program effectiveness and recommend design changes that strengthen the link between pay and performance.

Commission plans?

Compliance & Governance Ensure compensation programs comply with applicable federal, state, and local requirements, including FLSA classification, pay transparency, and pay equity laws across all STACK locations.

Establish compensation governance, including approval…