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Salary: USD 125,000 - 155,000 / 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 to evaluate market pay dynamics, high-volume hiring rates, wage grids, and frontline retention levers
• 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 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; advanced data modeling skills in Excel/Google Sheets; experience with Workday compensation module configuration; familiarity with AI tools to transform workflows.
Desirable: experience with unionized populations, Sales Performance Management software (Salesforce, CaptivateIQ, Xactly, Varicent, Anaplan), or CCP/CSCP certification.
