Senior M&A Compensation Manager

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Job Overview
Want to shape how the Un-carrier grows? T-Mobile is looking for a Senior M&A Compensation Manager to lead the strategy that powers our most important investments: our people. This is a rare opportunity to shape the future at an industry leader that’s redefining wireless and the employee experience. You will own and run the compensation strategy across every stage of the M&A journey, leading how we evaluate, design, and integrate pay, equity, and retention programs that turn bold growth into lasting success. You will collaborate with leaders across HR, Finance, Legal, and Tax to design scalable compensation solutions that align with T-Mobile’s strategy for newly acquired entities and keep people at the center of every acquisition. From advising on deal strategy, your work will shape how T-Mobile attracts, rewards, and retains exceptional talent through change. If you are a forward-thinking compensation expert who thrives on strategy, collaboration, and complexity, and you want to see your work directly shape how a company grows, this is your moment.

By using deep technical knowledge in equity plans, retention strategies, and regulatory considerations, this position ensures the alignment of compensation frameworks with T-Mobile's strategic goals. This position also plays a crucial role in safeguarding the value and retention of critical talent during transitions. Overall, this role is pivotal in enhancing T-Mobile's capability to efficiently integrate and optimize new partnerships and acquisitions.

** This is a hybrid role (3 days/week in the office) and can be based in Overland Park, KS or Frisco, TX **

Job Responsibilities:

• Serve as a subject matter authority on enterprise compensation for business transformations, including org design shifts, new business integrations, or cross-company harmonization efforts. Ensure consistency and competitiveness of compensation philosophy through change.
• Conduct market research and peer benchmarking to inform compensation programs. Analyze evolving trends across industries, especially in the context of enterprise growth and strategic change.
• Sets deal-specific compensation strategy (pay philosophy, harmonization, retention, equity, one-time payouts); defines standards and decision frameworks; owns executive and leadership compensation recommendations.
• Leads compensation diligence; advises deal teams and senior leaders on risks, tradeoffs, and design options; influences the best deal outcomes for employees and the business through compensation strategy.
• Manage the Compensation sections of the HR M&A Playbooks, tools/templates and lessons learned. Track all Compensation related work via workplans, RAID logs and leadership readout materials. Establish standard methodologies for current and future M&A/International growth work.
• Partner with key teams to support compensation decisions related to leadership transitions, enterprise projects, or internal reorganizations.
• Partners with Integration IMO to define timelines, milestones, dependencies, and critical-path compensation deliverables. Leads internal processes with procurement, cyber, legal and other key partners.
• Facilitate cross-functional alignment needed for integration activities and ad-hoc leadership requests. Create materials to capture the ask, the options, associated costs/technology, downstream impacts and recommendations from subject matter experts.
• Ad-hoc reporting to HR leaders to drive decision making, highlight risks and collaborative decision making.

Qualifications:

• Bachelor’s degree in Business, HR Management, Accounting, Finance, or a related field, or equivalent combination of education and experience (required); Master’s/MBA or advanced (preferred).
• 7–10 years of total rewards/compensation experience with exposure to international or multi-country compensation programs.
• 2–4 years direct M&A integration or transaction experience, with exposure to compensation workstreams across the deal lifecycle, including cross-border or international transactions, either in-house or in an advisory/consulting capacity.
• 2–4 years technical expertise in equity programs, change-in-control practices, retention plans, and related global regulatory and tax considerations.
• Strong capability to collaborate across le