{"schemaVersion":"jobsearcher.job.v1","id":"b50ba320aa8c9d210d8d488a","url":"https://jobsearcher.com/jobs/b50ba320aa8c9d210d8d488a","canonicalUrl":"https://jobsearcher.com/jobs/b50ba320aa8c9d210d8d488a","title":"Sr. Compensation Manager","description":"THE COMPANY:\nSTACK INFRASTRUCTURE (STACK) provides digital infrastructure to scale the world’s most innovative companies. We are an award-winning industry leader in building, owning, and operating highly efficient, cost-effective wholesale, colocation, and cloud data centers. Each of our national facilities meets or exceeds the highest industry standards in all operational categories of availability, security, connectivity, and physical resilience.\nSTACK offers the scale and geographic reach that rapidly growing hyperscale and enterprise companies need. The world runs on data. Data runs on STACK.\nTHE POSITION:\nWe are seeking a seasoned compensation professional to serve as the architect of STACK’s compensation function. This role carries end-to-end accountability for support and management of our full-scale compensation programs—from philosophy and strategy through design, execution, and governance—and for running them with operational excellence as the organization scales.\nReporting to the Director, Total Rewards, you will operate in a hands-on, individual contributor role who manages and provides expertise around the compensation function. You will be a subject matter expert and decision-shaper on compensation, advising leadership and partnering across teams to ensure our pay programs are market-competitive, internally equitable, compliant, and clearly understood.\n\nCompensation Strategy, Program Design & Job Architecture\n\nAdvise on STACK's enterprise compensation strategy: support the evolution of the compensation philosophy and set the multi-year roadmap for how pay programs evolve as the organization scales.\nEvolve & maintain STACK's compensation infrastructure, including salary structures, pay ranges, geographic differentials, and career-level frameworks aligned to our job architecture and maintained within Workday.\nEstablish job evaluation and leveling methodology, ensuring consistent application of levels, titles, and salary grades across corporate and site-based roles.\nBuild compensation programs that scale, anticipating the needs of an organization projected to grow annually across multiple markets.\n\nMarket Pricing & Benchmarking\n\nOwn survey participation, market data strategy, and benchmarking across compensation survey sources, including data center, construction, technology, and general industry cuts.\nConduct market pricing for new and existing roles, including hard-to-price critical facilities, engineering, and development positions.\nMonitor labor market trends in the data center and critical infrastructure sector and proactively advise leadership on emerging pay pressures, skill premiums, and retention risks.\nPerform range penetration, compa-ratio, and internal equity analyses; recommend structure movement and off-cycle adjustments where warranted.\nPartner with Talent Acquisition to develop competitive, consistent offer strategies and support offer approvals.\n\nAnnual Compensation Cycle & Administration\n\nSupport and eventually administer the annual compensation review cycle end-to-end, including merit, promotion, bonus and market adjustment budgeting, manager guidance, calibration support, and executive reporting.\nOversee administration of day-to-day compensation operations: new hire offers, promotions, internal transfers, equity reviews, and exception requests to ensure pay consistency and accuracy.\nLeverage Workday to administer compensation programs, improve data integrity, and streamline compensation business processes.\nIncentive & Variable Pay Programs\n\nDocument and administer variable pay programs, including annual bonus plans, spot bonus and recognition programs, and role-specific incentives.\nModel plan costs and payout scenarios in partnership with Finance; support accrual, funding, and payout processes.\nEvaluate program effectiveness and recommend design changes that strengthen the link between pay and performance.\nCommission plans?\nCompliance & Governance\n\nEnsure compensation programs comply with applicable federal, state, and local requirements, including FLSA classification, pay transparency, and pay equity laws across all STACK locations.\nEstablish compensation governance, including approval authorities, documentation standards, and audit routines.\nConduct periodic pay equity reviews and support remediation planning.\nAnalytics, Reporting & Executive Support\n\nBuild and maintain compensation dashboards and analytics that inform workforce planning, budgeting, and organizational design decisions.\nServe as a strategic advisor on the compensation implications of organizational design, workforce planning, new market entry, and new entity formation.\nEducate managers and employees on compensation programs, building understanding of and trust in how pay decisions are made.\nTHE DETAILS:\n\nLocation: Denver, CO\nTravel: 10%\nBenefits: Healthcare, Dental Care, Vision Insurance, Life Insurance, Paid Time Off, and Paid Leave Programs\nMust be eligible to work in the United States\nMust pass comprehensive background and drug screening\n\nMUST-HAVE QUALIFICATIONS:\n\nBachelor's degree in Human Resources, Business, Finance, Economics, or a related field, or equivalent experience.\n5-10 years of progressive compensation experience, including ownership of broad-based compensation program design, administration, and governance.\nDemonstrated experience building a compensation function or major program suite from the ground up—compensation philosophy, salary structures, job architecture, leveling frameworks, and incentive plans—not solely administering established programs.\nDemonstrated ability to operate autonomously as a sole practitioner: personally executing survey submissions, modeling, cycle administration, and executive materials without analyst or administrative support.\nHands-on experience with market pricing and salary survey management (e.g., Radford, Mercer, WTW, or similar sources).\nExperience owning an annual compensation cycle end-to-end, including merit and promotion budgeting, calibration, executive approval, and communication.\nExperience designing or administering variable pay programs, including annual bonus and recognition programs.\nWorking knowledge of FLSA, pay transparency, and pay equity requirements in a multi-state environment.\nAdvanced Excel skills, including complex modeling and large-dataset analysis; highly proficient in MS Word and MS PowerPoint.\nExperience with HCM compensation modules, preferably Workday.\nStrong analytical, problem-solving, and project management skills, with high attention to detail and data accuracy.\nExecutive presence and advisory skill: a track record of presenting compensation strategy and recommendations directly to C-level leadership and influencing decisions.\nExcellent communication and stakeholder management skills, including the ability to explain complex compensation concepts to executives, managers, and employees.\nHigh degree of discretion and sound judgment in handling confidential information.\n\nPREFERRED QUALIFICATIONS\n\nCertified Compensation Professional (CCP) or comparable certification (strongly preferred).\nExposure to executive compensation, including benchmarking, incentive design, or compensation committee support.\nExperience in data centers, construction, real estate, critical infrastructure, or another asset-intensive, high-growth industry.\nExperience with Workday Advanced Compensation and compensation reporting.\nExperience supporting compensation integration through organizational restructuring, new entity formation, or M&A.\nExperience in fast-paced, high-growth, or rapidly evolving organizations.\n\nSuccessful candidates will be known for:\nOwning a function end-to-end—setting strategy, building foundations, and personally delivering flawless execution without a team behind them.\nBringing analytical rigor and market insight to every pay recommendation.\nServing as a trusted, pragmatic advisor to the ELT, managers, and People & Culture partners—comfortable being the final word on compensation matters.\nBalancing structure and governance with the speed and flexibility a high-growth business demands.\nCommunicating clearly about pay in ways that build employee trust and manager capability.\nHandling sensitive information with uncompromising discretion and professionalism.\n\nThis role offers the opportunity to own compensation for a rapidly scaling organization outright—defining the strategy, building the programs, and leaving a durable imprint on how STACK pays, rewards, and retains its people for years to come.\nCompensation Range:\n$128,260.00 - $146,017.59\nTHIS MIGHT BE RIGHT FOR YOU IF:\nYou are a strong communicator, you are persuasive and clear, blending analytics with experience in decision-making.\nYou do not get flustered easily. You can juggle multiple priorities while balancing urgent requests with shifting timelines and deliverables.\nYou are a team builder. You take the time to understand and develop the strengths of your resources while formulating long-term plans for the growth and success of the team.\nYou are naturally curious and driven toward continual improvement. While you celebrate your successes, you take time to review and analyze campaigns for future learning.\nWHY STACK?\nWe offer a competitive compensation package with strong benefits, including medical, dental, and vision insurance, a 401K program, flexible spending accounts – even a cell phone subsidy.\nWe foster a culture of appreciation, including peer-to-peer recognition and rewards programs.\nFun is part of our DNA, with events, game nights, happy hours, and barbecues.\nWe’re growing – this is a great time to join and make an impact!\n\nSTACK is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity and expression, age, national origin, mental or physical disability, genetic information, veteran status, or any other status protected by federal, state, or local law\n\nNote to external agencies: We are not accepting any blind submissions or resumes/cvs from recruitment agencies. Any candidates sent to STACK Infrastructure, Inc. will not be accepted or considered as a submission without a signed agreement in place. Fees will not be paid in the event a candidate submitted by a recruiter without an agreement in place is hired; such resumes will be deemed the sole property of STACK Infrastructure, Inc.","company":"Stack Infrastructure Us","rawCompany":"stack infrastructure us","city":"Denver","state":"CO","isRemote":false,"isActive":false,"createdAt":"2026-08-05T15:12:44.716Z","occupations":[{"code":"11-3111.00","title":"Compensation and Benefits Managers","slug":"compensation-and-benefits-managers"},{"code":"13-1141.00","title":"Compensation, Benefits, and Job Analysis Specialists","slug":"compensation-benefits-and-job-analysis-specialists"},{"code":"11-3121.00","title":"Human Resources Managers","slug":"human-resources-managers"}],"industries":[{"code":"518210","title":"Computing Infrastructure Providers, Data Processing, Web Hosting, and Related Services","slug":"computing-infrastructure-providers-data-processing-web-hosting-and-related-services"},{"code":"541512","title":"Computer Systems Design Services","slug":"computer-systems-design-services"},{"code":"541513","title":"Computer Facilities Management Services","slug":"computer-facilities-management-services"}],"jobPosting":{"@context":"https://schema.org","@type":"JobPosting","title":"Sr. Compensation Manager","description":"THE COMPANY:\nSTACK INFRASTRUCTURE (STACK) provides digital infrastructure to scale the world’s most innovative companies. We are an award-winning industry leader in building, owning, and operating highly efficient, cost-effective wholesale, colocation, and cloud data centers. Each of our national facilities meets or exceeds the highest industry standards in all operational categories of availability, security, connectivity, and physical resilience.\nSTACK offers the scale and geographic reach that rapidly growing hyperscale and enterprise companies need. The world runs on data. Data runs on STACK.\nTHE POSITION:\nWe are seeking a seasoned compensation professional to serve as the architect of STACK’s compensation function. This role carries end-to-end accountability for support and management of our full-scale compensation programs—from philosophy and strategy through design, execution, and governance—and for running them with operational excellence as the organization scales.\nReporting to the Director, Total Rewards, you will operate in a hands-on, individual contributor role who manages and provides expertise around the compensation function. You will be a subject matter expert and decision-shaper on compensation, advising leadership and partnering across teams to ensure our pay programs are market-competitive, internally equitable, compliant, and clearly understood.\n\nCompensation Strategy, Program Design & Job Architecture\n\nAdvise on STACK's enterprise compensation strategy: support the evolution of the compensation philosophy and set the multi-year roadmap for how pay programs evolve as the organization scales.\nEvolve & maintain STACK's compensation infrastructure, including salary structures, pay ranges, geographic differentials, and career-level frameworks aligned to our job architecture and maintained within Workday.\nEstablish job evaluation and leveling methodology, ensuring consistent application of levels, titles, and salary grades across corporate and site-based roles.\nBuild compensation programs that scale, anticipating the needs of an organization projected to grow annually across multiple markets.\n\nMarket Pricing & Benchmarking\n\nOwn survey participation, market data strategy, and benchmarking across compensation survey sources, including data center, construction, technology, and general industry cuts.\nConduct market pricing for new and existing roles, including hard-to-price critical facilities, engineering, and development positions.\nMonitor labor market trends in the data center and critical infrastructure sector and proactively advise leadership on emerging pay pressures, skill premiums, and retention risks.\nPerform range penetration, compa-ratio, and internal equity analyses; recommend structure movement and off-cycle adjustments where warranted.\nPartner with Talent Acquisition to develop competitive, consistent offer strategies and support offer approvals.\n\nAnnual Compensation Cycle & Administration\n\nSupport and eventually administer the annual compensation review cycle end-to-end, including merit, promotion, bonus and market adjustment budgeting, manager guidance, calibration support, and executive reporting.\nOversee administration of day-to-day compensation operations: new hire offers, promotions, internal transfers, equity reviews, and exception requests to ensure pay consistency and accuracy.\nLeverage Workday to administer compensation programs, improve data integrity, and streamline compensation business processes.\nIncentive & Variable Pay Programs\n\nDocument and administer variable pay programs, including annual bonus plans, spot bonus and recognition programs, and role-specific incentives.\nModel plan costs and payout scenarios in partnership with Finance; support accrual, funding, and payout processes.\nEvaluate program effectiveness and recommend design changes that strengthen the link between pay and performance.\nCommission plans?\nCompliance & Governance\n\nEnsure compensation programs comply with applicable federal, state, and local requirements, including FLSA classification, pay transparency, and pay equity laws across all STACK locations.\nEstablish compensation governance, including approval authorities, documentation standards, and audit routines.\nConduct periodic pay equity reviews and support remediation planning.\nAnalytics, Reporting & Executive Support\n\nBuild and maintain compensation dashboards and analytics that inform workforce planning, budgeting, and organizational design decisions.\nServe as a strategic advisor on the compensation implications of organizational design, workforce planning, new market entry, and new entity formation.\nEducate managers and employees on compensation programs, building understanding of and trust in how pay decisions are made.\nTHE DETAILS:\n\nLocation: Denver, CO\nTravel: 10%\nBenefits: Healthcare, Dental Care, Vision Insurance, Life Insurance, Paid Time Off, and Paid Leave Programs\nMust be eligible to work in the United States\nMust pass comprehensive background and drug screening\n\nMUST-HAVE QUALIFICATIONS:\n\nBachelor's degree in Human Resources, Business, Finance, Economics, or a related field, or equivalent experience.\n5-10 years of progressive compensation experience, including ownership of broad-based compensation program design, administration, and governance.\nDemonstrated experience building a compensation function or major program suite from the ground up—compensation philosophy, salary structures, job architecture, leveling frameworks, and incentive plans—not solely administering established programs.\nDemonstrated ability to operate autonomously as a sole practitioner: personally executing survey submissions, modeling, cycle administration, and executive materials without analyst or administrative support.\nHands-on experience with market pricing and salary survey management (e.g., Radford, Mercer, WTW, or similar sources).\nExperience owning an annual compensation cycle end-to-end, including merit and promotion budgeting, calibration, executive approval, and communication.\nExperience designing or administering variable pay programs, including annual bonus and recognition programs.\nWorking knowledge of FLSA, pay transparency, and pay equity requirements in a multi-state environment.\nAdvanced Excel skills, including complex modeling and large-dataset analysis; highly proficient in MS Word and MS PowerPoint.\nExperience with HCM compensation modules, preferably Workday.\nStrong analytical, problem-solving, and project management skills, with high attention to detail and data accuracy.\nExecutive presence and advisory skill: a track record of presenting compensation strategy and recommendations directly to C-level leadership and influencing decisions.\nExcellent communication and stakeholder management skills, including the ability to explain complex compensation concepts to executives, managers, and employees.\nHigh degree of discretion and sound judgment in handling confidential information.\n\nPREFERRED QUALIFICATIONS\n\nCertified Compensation Professional (CCP) or comparable certification (strongly preferred).\nExposure to executive compensation, including benchmarking, incentive design, or compensation committee support.\nExperience in data centers, construction, real estate, critical infrastructure, or another asset-intensive, high-growth industry.\nExperience with Workday Advanced Compensation and compensation reporting.\nExperience supporting compensation integration through organizational restructuring, new entity formation, or M&A.\nExperience in fast-paced, high-growth, or rapidly evolving organizations.\n\nSuccessful candidates will be known for:\nOwning a function end-to-end—setting strategy, building foundations, and personally delivering flawless execution without a team behind them.\nBringing analytical rigor and market insight to every pay recommendation.\nServing as a trusted, pragmatic advisor to the ELT, managers, and People & Culture partners—comfortable being the final word on compensation matters.\nBalancing structure and governance with the speed and flexibility a high-growth business demands.\nCommunicating clearly about pay in ways that build employee trust and manager capability.\nHandling sensitive information with uncompromising discretion and professionalism.\n\nThis role offers the opportunity to own compensation for a rapidly scaling organization outright—defining the strategy, building the programs, and leaving a durable imprint on how STACK pays, rewards, and retains its people for years to come.\nCompensation Range:\n$128,260.00 - $146,017.59\nTHIS MIGHT BE RIGHT FOR YOU IF:\nYou are a strong communicator, you are persuasive and clear, blending analytics with experience in decision-making.\nYou do not get flustered easily. You can juggle multiple priorities while balancing urgent requests with shifting timelines and deliverables.\nYou are a team builder. You take the time to understand and develop the strengths of your resources while formulating long-term plans for the growth and success of the team.\nYou are naturally curious and driven toward continual improvement. While you celebrate your successes, you take time to review and analyze campaigns for future learning.\nWHY STACK?\nWe offer a competitive compensation package with strong benefits, including medical, dental, and vision insurance, a 401K program, flexible spending accounts – even a cell phone subsidy.\nWe foster a culture of appreciation, including peer-to-peer recognition and rewards programs.\nFun is part of our DNA, with events, game nights, happy hours, and barbecues.\nWe’re growing – this is a great time to join and make an impact!\n\nSTACK is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity and expression, age, national origin, mental or physical disability, genetic information, veteran status, or any other status protected by federal, state, or local law\n\nNote to external agencies: We are not accepting any blind submissions or resumes/cvs from recruitment agencies. Any candidates sent to STACK Infrastructure, Inc. will not be accepted or considered as a submission without a signed agreement in place. Fees will not be paid in the event a candidate submitted by a recruiter without an agreement in place is hired; such resumes will be deemed the sole property of STACK Infrastructure, Inc.","datePosted":"2026-08-05T15:12:44.716Z","dateModified":"2026-08-05T15:12:44.716Z","hiringOrganization":{"@type":"Organization","name":"Stack Infrastructure Us","sameAs":"https://jobsearcher.com"},"jobLocation":{"@type":"Place","address":{"@type":"PostalAddress","addressLocality":"Denver","addressRegion":"CO","addressCountry":"US"}},"identifier":{"@type":"PropertyValue","name":"JobSearcher","value":"b50ba320aa8c9d210d8d488a"},"url":"https://jobsearcher.com/jobs/b50ba320aa8c9d210d8d488a"}}