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Salary: USD 125,000 - 160,000 / annual
Metropolis Technologies is seeking a Compensation Manager to serve as a strategic compensation partner supporting Operations and Growth organizations. This hybrid role (4 days in-office) bridges two critical areas: managing high-volume hourly pay structures, location-tiered wage grids, and compliance for frontline teams, while leading operational governance, policy drafting, and plan administration for sales incentive compensation.
Key responsibilities include:
• Act as primary compensation partner for Field Ops HRBPs, Talent Acquisition, and operational leadership, evaluating market pay dynamics, high-volume hiring rates, wage grids, and frontline retention strategies.
• Design, maintain, and audit hourly pay structures and location-tiered wage grids; lead periodic hourly range refreshes, compression analyses, and annual field review cycles.
• Maintain real-time tracking of federal, state, county, and municipal minimum wage shifts and living wage ordinances to ensure 100% compliance across all operating jurisdictions.
• Draft and maintain formal Sales Incentive Plan documents, SPIFF templates, terms & conditions, and governance policies in partnership with RevOps and Finance; serve as final escalation authority for rep crediting disputes and policy exceptions.
• Lead annual rollout of sales compensation plans, rep plan acknowledgments, quota attainment auditing, and sales manager education on plan mechanics.
• Track quota attainment distributions, pay-for-performance correlation, and payout ROI alongside RevOps data feeds to deliver performance insights to executive leadership.
• Design and execute ad hoc compensation analyses, pay equity reviews, and executive reporting directly from core HRIS/SPM databases.
• Partner with HR Operations to structure, configure, and maintain compensation data and structures within the HCM platform and external databases.
• Provide operational backup for equity administration (grant processing, vesting tracking) during peak cycles in collaboration with the Corporate & Equity Compensation Manager.
Required qualifications: 7+ years of progressive compensation experience, including hands-on design, maintenance, and administration of sales compensation plans. Strong expertise in sales compensation mechanics (pay mix, quotas, accelerators, draw structures, crediting rules) and legal plan documentation. Demonstrated experience managing high-volume, non-exempt populations and multi-state/multi-jurisdictional minimum wage compliance and zone-based wage grids. Advanced data modeling skills in Excel/Google Sheets and direct reporting experience from HRIS/SPM systems. Experience with Workday compensation module configuration and data maintenance. Experience leveraging AI tools to transform static workflows into responsive, high-output processes.
Plus factors: experience supporting unionized populations or collective bargaining agreements; hands-on experience with Sales Performance Management (SPM) software (Salesforce, CaptivateIQ, Xactly, Varicent, Anaplan); Certified Compensation Professional (CCP) or Certified Sales Compensation Professional (CSCP) designation.
