Compensation Manager

FluidStack

Compensation Manager partnering with leadership to shape pay strategy and design compensation programs. Driving comprehensive compensation planning and market intelligence for AI and infrastructure team at Fluidstack.

Posted 6/18/2026full-timeNew York City • New York • 🇺🇸 United StatesMid-LevelSenior💰 $184,000 - $276,000 per yearWebsite

About the role

Key responsibilities & impact

Partner strategically with the business: Work directly with leadership and department heads as a trusted compensation advisor — understanding their goals, challenging assumptions, and bringing market data and competitive intelligence that sharpen their thinking on pay strategy.
Drive compensation planning: Own annual and off-cycle comp planning processes end-to-end, ensuring alignment between business strategy, talent priorities, and budget — and stay hands-on through execution.
Build tools that serve the business: Design and maintain compensation tools, models, and resources that support cross-functional needs — from offer decisioning and leveling guidance to performance cycle support — making it easier for People, Finance, and leadership to act with confidence.
Own market research and intelligence: Conduct rigorous, ongoing competitive benchmarking and market analyses using tools like Radford, Mercer, or Levels.fyi. Translate research into practical, actionable guidance — not just data for the sake of data.
Build and refine compensation programs: Leverage department-level expertise to design, benchmark, and continuously improve compensation and incentive structures that are competitive against top AI, infrastructure, and tech companies.
Support performance cycles: Partner with People and leadership to ensure compensation inputs into performance and review cycles are accurate, consistent, and aligned to strategy.
Operate as a data-driven function: Build and maintain compensation models, reporting cadences, and dashboards that surface the right insights — pay equity, offer competitiveness, retention risk — and drive smarter decisions.

Requirements

What you’ll need

4+ years of experience in compensation or a related HR function, with demonstrated ownership of comp planning cycles and program design.
Proven ability to drive compensation planning transitions in alignment with business and talent strategy — be ready to talk specifics.
Experience partnering with cross-functional stakeholders to build and refine compensation programs, with deep knowledge of at least one competitive talent market (tech, AI, infrastructure, or similar).
Strong analytical skills — you build and maintain complex compensation models and can translate outputs into clear recommendations for senior leaders.
Track record of leveraging market data (Radford, Mercer, Levels.fyi, or similar) to benchmark and calibrate pay structures.

Benefits

Comp & perks

Competitive total compensation package (salary + equity).
Retirement or pension plan, in line with local norms.
Health, dental, and vision insurance.
Generous PTO policy, in line with local norms.

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills & Tools

compensation planningprogram designdata analysisbenchmarkingcompensation modelspay equityoffer competitivenessretention riskperformance cycle supportcompetitive intelligence

Soft Skills

strategic partnershipcommunicationanalytical thinkingcollaborationproblem-solvingleadershipadaptabilitydecision-makinginfluencingtrust-building