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Salary: USD 125,000 - 140,000 / annual
Metropolis Technologies is seeking a Compensation Manager to serve as a strategic compensation partner supporting Operations and Growth organizations. This hybrid role 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 acting as the primary compensation partner for Field Operations HRBPs, Talent Acquisition, and operational leadership to evaluate market pay dynamics, high-volume hiring rates, wage grids, and frontline retention levers. You will design, maintain, and audit hourly pay structures and location-tiered wage grids; lead periodic hourly range refreshes, compression analyses, and annual field review cycles. The role requires maintaining real-time tracking of federal, state, county, and municipal minimum wage shifts and living wage ordinances to ensure 100% compliance across all operating jurisdictions.
You will draft and maintain formal Sales Incentive Plan documents, SPIFF templates, terms & conditions, and governance policies in partnership with RevOps and Finance, serving as the final escalation authority for rep crediting disputes and policy exceptions. Additional duties include leading annual rollouts of sales compensation plans, rep plan acknowledgments, quota attainment auditing, and sales manager education on plan mechanics. You will track quota attainment distributions, pay-for-performance correlation, and payout ROI alongside RevOps data feeds to deliver performance insights to executive leadership.
The role also involves designing and executing ad hoc compensation analyses, pay equity reviews, and executive reporting directly from core HRIS/SPM databases. You will partner with HR Operations to structure, configure, and maintain compensation data and structures within the HCM platform and external databases. Operational backup for equity administration (grant processing, vesting tracking) during peak cycles is also expected.
Required qualifications include 7+ years of progressive compensation experience with hands-on experience designing, maintaining, and administering sales compensation plans. Strong expertise in sales compensation mechanics (pay mix, quotas, accelerators, draw structures, crediting rules) and legal plan documentation is essential. Demonstrated experience managing high-volume, non-exempt populations and multi-state/multi-jurisdictional minimum wage compliance and zone-based wage grids is required. Advanced data modeling skills in Excel/Google Sheets and direct reporting experience from HRIS/SPM systems are necessary. Experience with Workday compensation module configuration and data maintenance, plus experience leveraging AI tools to transform workflows, is required.
Plus factors include experience supporting unionized populations or collective bargaining agreements, hands-on experience with Sales Performance Management (SPM) software, and relevant certifications (CCP or CSCP).
