Sr. Manager, Global Compensation

Who are we?
Smarsh empowers its customers to manage risk and unleash intelligence in their digital communications. Our growing community of over 6500 organizations in regulated industries counts on Smarsh every day to help them spot compliance, legal or reputational risks in 80+ communication channels before those risks become regulatory fines or headlines.  Relentless innovation has fueled our journey to consistent leadership recognition from analysts like Gartner and Forrester, and our sustained, aggressive growth has landed Smarsh in the annual Inc. 5000 list of fastest-growing American companies since 2008.
Summary
We are seeking an experienced Global Compensation Manager who will play a critical role in leading and strategically evolving our global compensation program at Smarsh. This is an exciting opportunity for the right candidate. Reporting to the Head of Total Rewards, you will be responsible for influencing the strategic design of our compensation levers that drive meaningful business impact for our US and global workforce. This role is perfect for a seasoned professional with experience in privately-held technology companies seeking the opportunity to have a significant impact on our continued company growth and profitability. You will have significant exposure to our most senior leaders (including C-Suite), HR Business Partners, and you will also work closely with and influence peers across our G&A leadership teams to ensure our programs are understood and administered with excellence and accuracy. This role offers a hybrid work arrangement and is based in Atlanta.

How will you contribute?

• Build and maintain our market-based compensation program: This role is responsible for building various compensation structures (salary ranges, bonus targets, equity ranges, etc.) that are market-based and aligned with our guiding principles (rewarding high performance & potential, solving for our unique needs, balanced, and internally equitable).  
• Refine our compensation processes and policies to enable us to scale faster: This role will work across our G&A teams to better align our day to day compensation processes with the objectives of simplicity, accountability, and efficiency (e.g., new hire compensation setting, off-cycle compensation adjustments, ongoing analytical tools, forecasting, and planning).
• Maintain ownership for the integrity of our job architecture framework: This role is responsible for ensuring our jobs are leveled consistently and equitably against our job architecture framework. Getting this first step right is a critical foundation for building and maintaining role-based and market-based compensation programs.
• Lead our annual compensation planning cycle: This role will be responsible for leading our annual compensation planning cycle, which takes place in concert with our annual performance management cycle (year-end, in Lattice). The process begins with budgeting in 2H and ultimately runs in Q1 each year.
• Serve as a key stakeholder for our sales incentive programs: This role will be a partner to cross-functional working groups in the design of our sales incentives program – ensuring the programs are aligned with our compensation guiding principles and are benchmarked properly against a defined peer group of similar companies.

What will you bring?

• A highly qualified candidate will have 8-12 years of highly relevant, and progressively more complex, experience in global compensation, ideally with at least 3-5 years of experience in a privately-held, global technology company. In addition, highly qualified candidates will possess the following:
• Demonstrated a clear understanding of how to build a market-based compensation framework, including salary ranges, bonus and equity targets.
• Demonstrated impact and experience on how and when to design unique aspects to align with company-specific business needs and challenges
• Proven experience in the implementation and administration of a global job architecture framework
• Understands the regulatory and compliance landscape for compensation programs in the US and abroad (knows when to call in for expert advice from external sources and our legal team)
• Proven experience working across and influencing cross-functionally to ensure that compensation programs are administered as intended (budgeting with finance, accruals with accounting, new hire administration with Talent Acquisition, pay for performance alignment with talent management, etc.)
• Deep understanding and appreciation for the role compensation plays in ensuring companies continue to attract and retain talent in highly competitive talent market in a profitable manner

What do we offer?

• Healthcare insurance - We provide medical, dental, and vision insurance, and a flexible spending accou