Manager

• The Compensation Manager ensures that pay structures and incentive plans are aligned with Company philosophy to attract, retain and engage top talent.
• Oversee and maintain components of the compensation framework, such as job architecture, salary structures, etc.
• Lead the annual compensation review process and compensation planning process for merit, bonus, and promotion with program design, system preparation, testing, training, budget reporting, communications and analytical support.
• Conduct job evaluations and market reviews plus make recommendations that are equitable and competitive.
• Participation in relevant compensation surveys and maintain survey data in the compensation evaluation software.
• Serve as a strategic compensation partner to senior leadership, HR leaders, and the business, acting as a subject matter expert to ensure alignment on compensation practices, programs, policies, budget, and strategy.
• Partner with the Communications and Learning & Development teams to create and distribute effective materials that enhance the understanding and value of the compensation programs.
• Ensure compliance with SOX, internal policies, global and local labor laws.
• Develop and lead training for managers and the broader HR Team on compensation concepts and processes.
• Manage Pay Equity analysis, FLSA determination.
• Manage data integrity in the HRIS and compensation systems.
• Train, coach, mentor, and collaborate with global compensation team members.
• Help drive process improvements, including automation initiatives and leveraging AI tools in compensation programs.
• Manage vendors for compensation systems.
• Perform other duties as assigned.

Compensation Manager

Conversion Rate Optimizer

• Analyze conversion performance of paid and organic landing pages across multiple marketing channels (search, display, email, SEO).
• Evaluate user behavior using analytics tools (e.g., Google Analytics, Adobe Analytics) and UX tools.
• Develop and maintain dashboards and reports to track KPIs, trends, test results, and conversion benchmarks.
• Interpret test outcomes and behavioral data to make actionable recommendations for optimization.
• Design, launch, and evaluate A/B and multivariate tests to improve landing page conversion rates.
• Collaborate with SEO, paid media, and content teams to align landing page strategies with traffic source intent.

Senior Analyst, Revenue Strategy & Analytics

Recruitment

• Serve as primary owner of interview coordination across multiple recruiters and requisitions
• Coordinate complex interview scheduling across time zones and stakeholder calendars
• Manage interviewer availability and scheduling conflicts proactively
• Arrange virtual and onsite interviews, including room coordination and logistics
• Coordinate candidate travel and accommodations when required
• Prepare interview confirmations, agendas, and candidate communications
• Monitor scheduling timelines to maintain time-to-schedule goals/ SLAs
• Troubleshoot day-of interview changes and last-minute adjustments
• Deliver a high-quality candidate and hiring manager experience throughout the hiring process
• Act as a primary point of contact for candidates during interview stages
• Provide timely communication, updates, and logistical support
• Partner closely with recruiters and hiring managers to ensure process clarity
• Support interviewer readiness and alignment on interview expectations
• Maintain professionalism and confidentiality in all candidate interactions
• Help reinforce an inclusive, equitable, and positive candidate experience
• Maintain accurate and reliable scheduling data to support reporting and hiring operations
• Manage candidate workflows and interview stages within the ATS
• Ensure requisition details, interview stages, and candidate statuses are accurate
• Post jobs to career sites and job boards within defined timelines
• Audit requisitions and candidate records for completeness and accuracy
• Partner with recruiters to maintain consistent ATS usage standards
• Support operational efficiency and recruiting workflow execution
• Manage inbound inquiries to recruiting inboxes (e.g., careers@ email)
• Assist with offer preparation coordination and onboarding handoffs
• Support recruiting projects and operational initiatives
• Contribute to continuous improvement of recruiting operations
• Identify scheduling bottlenecks or process inefficiencies
• Recommend workflow improvements to recruiting leadership & People Process Design leader
• Support implementation of recruiting best practices and standards
• Help scale processes as hiring volume grows

Recruiting Coordinator – Fixed Term

Learning and Development

• Develop and manage a cohesive learning strategy that supports employee growth, capability building, and long-term career development.
• Design and develop learner-centered engaging and interactive experiences for comprehensive development program(s), incorporating adult learning principles and instructional design best practices.
• Create instructional content, such as instructor lead training, eLearning modules, videos, job aids, and assessments.
• Design and implement learning pathways for core roles, leadership development, functional skills, and future-skills readiness.
• Oversee the end-to-end lifecycle of talent programs, from needs analysis, curriculum development to delivery, and measurement of impact.
• Leverage 2U/ edX content, certificates, and degree programs to create structured upskilling and reskilling opportunities.
• Partner with functional leaders to assess capability gaps and design learning solutions aligned to business priorities.
• Ensure all learning programs are accessible, scalable, and measurable.
• Lead strategy and programs that support internal mobility, including career frameworks, skills profiles, and mobility pathways.
• Build tools and resources to help employees navigate career growth and identify new opportunities inside the company.
• Partner with Talent Acquisition and HRBPs to develop mobility policies, guidelines, and processes that support equitable internal movement.
• Analyze internal mobility trends and identify systemic barriers or opportunities to improve access and adoption.
• Serve as the subject matter expert and strategic thought partner for customized strategies and initiatives for enhancing leadership and team impact, resulting in the development and execution of new leader assimilations, team alignments, strategy planning sessions, action planning, etc.
• Partner with Change Management and HRBP teams to ensure smooth execution of organizational changes.
• Support organizational change initiatives by developing and delivering enablement programs that ensure leaders and employees are prepared for new structures, processes, and ways of working.
• Communicate recommendations, implications, and change impacts with clarity and alignment across stakeholders.
• Serve as a consultative partner to HR Business Partners and functional leadership to diagnose talent gaps and recommend targeted learning and organizational development interventions.
• Establish and enhance governance frameworks for organizational changes and headcount management.

Compensation Manager

Senior Analyst, Revenue Strategy & Analytics

Recruiting Coordinator – Fixed Term

Manager, Talent Development – Mobility