Global Compensation Program Manager

<p>Groupon is a marketplace where customers discover new experiences and services everyday and local businesses thrive. To date we have worked with over a million merchant partners worldwide, connecting over 16 million customers with deals across various categories. In a world often dominated by e-commerce giants, we stand out as one of the few platforms uniquely committed to helping local businesses succeed on a performance basis.</p> <p>Groupon is on a radical journey to transform our business with relentless pursuit of results. Even with thousands of employees spread across multiple continents, we still maintain a culture that inspires innovation, rewards risk-taking and celebrates success. The impact here can be immediate due to our scale and the speed of our transformation. We're a "best of both worlds" kind of company. We're big enough to have the resources and scale, but small enough that a single person has a surprising amount of autonomy and can make a meaningful impact.</p><p><strong>The Role</strong></p> <p>Groupon is transforming, and compensation is a core lever. We’re hiring a <strong>Global Compensation Program Manager</strong> to design and run scalable programs for <strong>base pay, annual bonus (non-sales), recognition, and equity (RSUs/PSUs)</strong> across our global teams. You’ll build simple, transparent frameworks that help leaders make great decisions and help employees understand how they’re rewarded. This is a <strong>hands-on</strong> role that scales through <strong>systems, playbooks, and our Junior Compensation Analyst</strong> (who partners with you on pricing, reporting, and cycle execution).</p> <p>You’ll work closely with <strong>HRBPs</strong> (your key clients and enablers), <strong>HR Ops</strong>, <strong>Talent Acquisition</strong> (for market intelligence and offers), and <strong>HRIS</strong> (for technology solutions and automation). You’ll also collaborate with Internal Comms, Finance, Accounting, Audit, and Legal—and partner with the Head of C&amp;B on proposals for senior leadership.</p> <p><strong>Location:</strong> hybrid work model from Prague, Warsaw, Valencia, London, or Chicago.</p> <p><strong>What you’ll do</strong></p> <ul> <li><strong>Program design &amp; governance:</strong> Evolve global frameworks for base pay, bonuses, recognition, and RSUs/PSUs; keep documentation crisp, current, and easy to use.</li> <li><strong>Annual comp review (end-to-end):</strong> Own planning, calibration guardrails, manager enablement, execution quality, and insights—<strong>with Junior Analyst support</strong> for pricing, workflows, and QA.</li> <li><strong>Pay ranges &amp; job architecture:</strong> Maintain market-aligned ranges; partner on job architecture, leveling, and titling to support hiring velocity and internal mobility.</li> <li><strong>Geo-pay &amp; location strategy:</strong> Maintain and communicate location-based pay structures and governance for hybrid/remote teams.</li> <li><strong>Pay transparency &amp; compliance:</strong> Lead posting-range readiness and manager/employee comms; prepare for EU/US transparency requirements.</li> <li><strong>Pay equity &amp; analytics:</strong> Run recurring internal equity checks; partner on remediation planning and track progress over time.</li> <li><strong>Manager enablement:</strong> Build toolkits, office hours, and self-serve guidance; upskill leaders to reduce case-by-case friction.</li> <li><strong>AI-assisted, human-supervised workflows:</strong> Use AI for market pricing, anomaly detection, comms drafts, and cycle QA with clear guardrails and audits.</li> <li><strong>Dashboards &amp; decisions:</strong> Ship concise dashboards (headcount, compa-ratios, range utilization, budget, equity dilution) and translate insights into actions for HR and Finance.</li> <li><strong>Cross-functional partnership:</strong></li> <ul> <li>With <strong>HRBPs</strong>: co-design programs, support complex offers/cases, and land change with business leaders.</li> <li>With <strong>HR Ops</strong>: ensure smooth processes, controls, and employee/manager support.</li> <li>With <strong>Talent Acquisition</strong>: align ranges to market signals, calibrate offers, and improve time-to-accept.</li> <li>With <strong>HRIS</strong>: optimize Workday and related tools; automate cycle workflows, audits, and reporting.</li> </ul> <li><strong>Team leadership:</strong> Coach and leverage the <strong>Junior Compensation Analyst</strong>; help shape future team design.</li> </ul> <p><strong>What you’ll bring</strong></p> <ul> <li>Proven experience <strong>running global compensation programs</strong> in a scaling or transforming tech environment.</li> <li>Strong <strong>analytics and business acumen</strong>; you turn data into decisions leaders trust.</li> <li>Fluency with <strong>Workday</strong> and at least one compensation platform (e.g., Anaplan, CURO, beqom, Pave, OpenComp, Ravio, Payscale/Radford).</li> <li>Clear, approachable <strong>communica