Sr Manager, Global

Position: Sr Manager, Global Compensation
Sprinklr is the definitive, AI-native platform for Unified Customer Experience Management (Unified-CXM), empowering brands to deliver extraordinary experiences at scale — across every customer touchpoint.

By combining human instinct with the speed and efficiency of AI, Sprinklr helps brands earn trust and loyalty through personalized, seamless, and efficient customer interactions. Sprinklr’s unified platform provides powerful solutions for every customer-facing team — spanning social media management, marketing, advertising, customer feedback, and omnichannel contact center management — enabling enterprises to unify data, break down silos, and act on real-time insights.

Today, 1,900+ enterprises and 60% of the Fortune 100 rely on Sprinklr to help them deliver consistent, trusted customer experiences worldwide.

Job Description The Senior Manager, Compensation is a key member of the Global Total Rewards team responsible for the design, governance, and evolution of compensation programs across the enterprise. This role operates at the intersection of strategy, analytics, and execution—ensuring compensation programs are competitive, compliant, scalable, and aligned with the company’s global pay philosophy. The role partners closely with Global Total Rewards leadership, Culture and Talent Business Partners, Finance, and Legal, and is expected to bring solution-oriented thinking, strong analytical rigor, and strong communication skills.

This individual will regularly translate complex compensation data into clear narratives, recommendations, and decision materials for senior leadership.

What You’ll Do:

Compensation Governance Serve as a core contributor within the Global Compensation team, owning key elements of compensation governance, standards, and frameworks.

Design, maintain, and evolve broad‑based compensation programs, ensuring global consistency while allowing for appropriate flexibility.

Establish and enforce compensation governance models, policies, guidelines, and controls to support compliant, equitable, and scalable decision‑making.

Partner with Legal and HR Risk functions to ensure compensation programs comply with applicable labor, pay equity, and regulatory requirements.

Program Design, Redesign & Implementation Lead the design and redesign of compensation programs, including salary structures, job architecture components, incentive plans, and annual planning frameworks.

Translate strategy into practical, implementable compensation programs, supported by clear documentation and operating models.

Support end‑to‑end program implementation, from concept development through pilot, rollout, and post‑implementation assessment.

Continuously evaluate compensation effectiveness and recommend enhancements based on business needs, talent strategy, and market trends.

Benchmarking & Market Intelligence Support the compensation benchmarking strategy, survey selection, participation, and interpretation.

Conduct program benchmarking and competitive assessments to inform pay positioning and structural decisions.

Synthesize external market data with internal analytics to support evidence‑based recommendations.

Analytics, Storytelling & Executive Communication Apply strong quantitative and analytical skills to assess pay competitiveness, internal equity, program outcomes, and workforce trends.

Develop executive‑ready PowerPoint presentations that clearly articulate insights, trade‑offs, risks, and recommendations.

Tell a compelling story with data—connecting compensation design choices to business outcomes and talent priorities.

Present recommendations with confidence and credibility to senior leadership.

Process Improvement, Automation & AI Enablement Continuously assess and improve compensation processes, with a focus on standardization, scalability, controls, and efficiency.

Identify opportunities to simplify, automate, or eliminate manual compensation workflows, particularly across benchmarking, job pricing, annual planning, and reporting.

Partner with HR Systems, People Analytics, and IT to enhance use of Workday and related tools for compensation planning, data governance, and analytics.

Leverage automation,…