Compensation Manager

Join Evolve as a Compensation Manager, where you will evaluate and rebuild our compensation structure, design a pay-for-performance strategy, and connect compensation to talent and performance. You will also tie programs to business goals, own the compensation cycles, build compensation literacy across the company, advise on real-time decisions, ensure compliance, and measure and improve our compensation programs.

• Evaluar y reconstruir la estructura de compensación de la empresa, incluyendo la arquitectura de trabajo, las escalas salariales y el nivel de los puestos.
• Diseñar una estrategia de pago por rendimiento que traduzca los resultados de rendimiento en decisiones de mérito, promoción, bonificación y equidad.
• Colaborar con la gestión del talento para integrar la compensación en el marco de rendimiento de la empresa y en cómo se recompensa la propiedad y la fluidez en IA.

• Strong AI fluency: you use AI and automation to speed up analysis, modeling and build comp workflows and tools
• A track record of building or overhauling a pay-for-performance program, and of showing its impact on retention, performance or business results
• Advanced Excel and Google Sheets skills; HRIS experience (Rippling preferred)
• 5-7 years of compensation experience, including designing, job architecture, salary structures and incentive plans
• Bachelor's degree in business, finance, HR or a related field, or equivalent experience; CCP a plus
• A hands-on builder who is as comfortable in the spreadsheet as in the boardroom
• Strong business acumen: you can talk P&L and growth with Finance and business leaders, and you hold your own with executives
• Experience in a high-growth or private-equity-backed company, where you moved fast with imperfect data
• Working knowledge of federal and state pay transparency laws, FLSA and pay equity analysis
• Builds trust and influence across all levels without formal authority
• Strong analytical and modeling skills, with attention to detail and accuracy at speed
• Comfortable with ambiguity, managing several projects at once, and building programs from the ground up
• Deep expertise in compensation design: job leveling, market pricing, salary structures, merit and promotion budgeting, bonus, commission and equity
• Skilled educator and communicator who can make complex comp concepts simple for managers and employees, through training, toolkits and clear guidance