Senior Compensation Manager

The Compensation team serves as a strategic advisor to business leaders, managers, and employees across MDB. We are compensation experts with a deep understanding of our stakeholders, problem solvers who use data and insights to drive value, and partners who build the tools, models, and frameworks that support sound compensation decision-making across the company. This role sits within the Compensation function and will work closely with the Customer organization and cross-functional partners including Recruiting, Finance, Legal, HR Partners

This role can be based out of of our offices or remotely in the United States.

The Difference You Will Make:

We are looking for a Senior Compensation Partner to serve as the dedicated compensation partner for the Product and Technology organization. This role will support Executive, VP and Director level leaders and their HRBP Partners as the primary day-to-day compensation resource. The ideal candidate will be a strong business partner and a builder of compensation programs, and tools, and must be comfortable operating with autonomy in a fast-moving environment.

A Typical Day:

1. Serve as the dedicated compensation partner for the Product and Technology organization, supporting senior leaders, HR Directors, and People Partners across customer divisions
2. Act as the primary point of contact for new hire offers, internal equity reviews, leveling decisions, and out-of-cycle requests
3. Own compensation cycle execution for customer client groups end-to-end, including market benchmarking, budget modeling, manager enablement, and leadership rollups
4. Lead competitive intelligence for roles by conducting market research on compensation trends, pay practices, and talent movement, particularly important in the new AI competitive landscape
5. Develop benchmarking methodologies that supplement traditional survey data with recruiting signals, offer data, and other real-time market sources
6. Partner with Recruiting and People partners to provide market insights and competitive positioning recommendations for hires at all levels
7. Own or lead global projects to stretch learning such as shift allowance, job architecture, comp planning tool implementation
8. Develop enablement materials that help managers understand compensation philosophy and make informed decisions

Your Expertise

• 10+ years of compensation expertise
• Proven track record as a compensation business partner supporting customer organizations, including end-to-end ownership of cyclical compensation programs
• Strong knowledge of third-party survey methodologies (for example, Radford and WTW), with the ability to build and validate pay structures across geographies and functions
• Experience leading cross-functional compensation initiatives and comfort navigating ambiguous, fast-moving environments
• Strong communic