Compensation Manager, HR​/Recruitment

Joining Collibra's Total Rewards team

We're looking for a Compensation Manager to join our global Total Rewards team and take a leading role in the design and delivery of our compensation programs and strategy. This position blends deep technical expertise with strong business acumen, and will be responsible for developing and administering compensation structures and strategies that support our global workforce, align with market practices, and help drive business outcomes.

This role will contribute to high-visibility projects, including executive compensation analyses, Compensation Committee preparation, and the application of AI tools to compensation modeling and insights. This is a key role for a compensation professional who enjoys solving complex challenges, influencing across functions, and building scalable solutions in a fast-paced tech environment.

• Designing and maintaining global compensation structures, including salary ranges, job architecture, and variable pay programs aligned with evolving market trends.
• Leading and supporting compensation cycles such as annual and mid-year salary reviews, bonus planning, and equity refreshes.
• Partnering with People, Finance, and business leaders to lead strategy and guide compensation decisions tied to hiring, promotions, and retention.
• Leading the analytics, strategy, forecasting, tracking, and evolution of compensation programs including base, variable, and equity (e.g. RSUs), including country-specific considerations and employee communications.
• Providing analytical and operational support for executive compensation programs, including base pay, equity, and performance-based incentives.
• Partnering with Finance, Legal, and external advisors to develop materials and models for Compensation Committee meetings.
• Assisting in preparing materials related to equity strategy, burn rate, dilution, and executive pay positioning for senior leadership and Board audiences.
• Leveraging AI and analytics tools to enhance compensation modeling, streamline benchmarking, and strengthen data-driven decision-making.
• Developing frameworks, tools, and messaging to help leaders understand and apply compensation principles effectively.
• Leading and collaborating on cross-functional projects spanning pay, performance, mobility, and systems, while driving global benchmarking, job evaluations, and accurate job architecture in partnership with HR and Talent Acquisition.
• Serving as a global subject matter expert on compensation, advising cross-functional teams while ensuring compliance, governance, and progress on pay equity initiatives.

• 6 - 10+ years of progressive compensation experience, ideally in global technology companies.
• Expertise in core compensation areas, including base pay structures, job leveling, equity compensation, and bonus plan design.
• Strong knowledge of market pricing methodologies and survey tools (e.g., Radford, Mercer, Option Impact).
• Experience supporting or directly contributing to executive compensation design and Compensation Committee deliverables.
• Demonstrated ability to develop and apply advanced compensation models and analytics to solve complex business challenges.
• Proficiency in Excel/Sheets.
• A bachelor's degree or equivalent related working experience is required.
• This position is not eligible for visa sponsorship.
• Preferred experience:
  
  familiarity with Workday or similar HRIS, experience working with executive compensation or M&A or IPO initiatives, familiarity with compensation requirements across multiple countries/regions (e.g., US, EMEA, APAC), CCP certification or equivalent coursework in compensation.

• A strategic thinker with strong operational rigor, able to zoom in and out as needed.
• An excellent communicator (written and verbal), with a proven ability to influence across HR, Finance, and leadership teams.
• Proactive and curious, with an interest in leveraging new technologies to modernize compensation practices.

• Within your first month, you will:
  • Fully onboarded into HR systems, data sources, compensation tools (e.g., Radford, Workday, equity admin).
  • Completed 1:1s with key stakeholders (e.g., People Partners, Finance, Talent Acquisition, Legal).
  • Reviewed global compensation philosophy, salary structures, equity strategy, and historical comp cycles.
  • Identified immediate upcoming deliverables (e.g., mid-year planning, board materials, TA support).
• Within your third month, you will:
  • Become a strategic partner with annual compensation practices and processes.
  • Evaluated compensation survey and benchmarking approach; proposed adjustments if needed for coverage, regions, or roles.
  • Participate in executive compensation analysis, cycle, and board meeting presentations.
  • Demonstrated strong cross-functional collaboration with People, Finance, and Legal teams.
  • Taken ownership of compensation frameworks, strategies, and designs.
• Within your sixth month, you will:
  • Take shared ownership of the compensation, equity, and board…