Senior Manager, Compensation and Benefits

Flex is a growth-stage, NYC headquartered FinTech company that is creating the best rent payment experience. It’s hard to believe that it’s 2025 and paying rent on time is expensive, inflexible, and difficult. We’re here to change that! Flex enables our users to pay rent throughout the month on a schedule that better fits their finances and budget. Our mission is to empower as many renters as possible with flexibility over their most significant recurring expense. After deliberately keeping a stealth profile as we built up unprecedented investor support and an enthusiastic user base, we are looking for motivated individuals to help us keep our mission growing. Will you be a part of the team?

About the role

Our People Team is seeking a Senior Manager, Compensation & Benefits to own and evolve how Flex approaches compensation philosophy, market alignment, equity strategy, and employee total rewards. This role will serve as a strategic partner to the business, ensuring our compensation and benefits practices support attraction, motivation, and retention of top talent while remaining aligned with our company values and business goals.

This is a hybrid position with on-site expectations of 3 days per week in our New York Headquarters. For candidates outside of the NY/NJ area, you may be eligible for our relocation assistance program.

What you’ll do

Compensation Strategy & ExecutionOwn, with support from People leadership and Finance, the design and management of equitable and scalable compensation programs across base compensation, equity, and bonus/variable pay.Own the annual compensation review process in partnership with the People Operations and Finance teams, including planning, calibration, and employee communications.Support executive compensation processes as needed.New Hire & Employee Compensation Support

• Act as a strategic advisor to Talent Acquisition and leaders on compensation-related decisions to support new hire offer structuring.
• Ensure internal consistency and external competitiveness across offers and ongoing compensation decisions.
• Own all other programs that touch total rewards (e.g., relocation, bonuses, retention).

Equity Program Support

• Partner with People Operations, Finance, and Legal to manage equity administration processes and ensure compliance with internal policies and external regulations.
• Drive communication and education efforts around equity, including grant documentation, refresh cycles, and employee facing resources.
• Drive improvements and own ongoing management of  the design and implementation of scalable equity programs aligned with compensation philosophy and company growth.
• Own in preparing materials for internal meetings and audits related to equity.

Benefits Program Management

• Own the design, administration, and optimization of employee benefits programs (health, wellness, retirement, leaves, and perks) in partnership with People leadership and our brokers and vendors.
• Oversee open enrollment from end to end, ensuring a smooth, well communicated process for employees.
• Identify opportunities to evolve or expand our benefits offerings to meet the needs of a growing and distributed team.
• Serve as a point of escalation for employee questions and issues related to benefits, in collaboration with People Operations.

Compliance & Governance

• Ensure compliance with federal, state, and local compensation and benefits-related regulations. Owning recommendations for updates as needed.
• Maintain internal documentation on compensation and benefits programs best practices.
• Assist Finance with audits and reporting related to pay equity, ACA, 401(k), and other legal and compliance requirements.

Analytics & Communication

• Partner with People Analytics to monitor compensation/benefit trends and pay equity.
• Lead efforts around benchmarking, including selecting data sources, defining methodologies, and establishing cadences for review to triangulate multiple inputs to arrive at the closest estimation of true market value.
• Build clear, employee friendly communications to help team members understand their total rewards.
• Create dashboards, models, and reporting to support decision making and leadership transparency around total rewards.

Key qualifications

• 5+ years of experience in compensation, benefits, or total rewards, ideally within a high-growth or startup environment
• Strong understanding of compensation frameworks, benchmarking methodologies, and equity design
• Experience managing U.S. employee comp/benefits programs;