Position Summary:
The Senior Manager, Compensation – Tech is a strategic people leader responsible for designing, executing, and governing compensation programs that support GM’s technology-focused businesses (e.g., Software & Services, Autonomous/AV, Cybersecurity, Data & AI). This role combines deep compensation expertise with strong business partnership and analytics to drive competitive, equitable, and scalable pay practices in a rapidly evolving tech talent market.
This leader will manage and develop a small team (2–4) of compensation professionals, fostering a culture of collaboration, innovation, and continuous improvement. They will be a key advisor to senior HR and business leaders on tech talent market dynamics, pay positioning, and program design.
Key Responsibilities:
Tech Compensation Strategy & Design
- Lead and / or support the design and ongoing refinement of compensation structures and programs that support GM’s technology organizations, including base salary, cash incentives, and equity programs.
- Translate business and talent strategies for Software & Services, AV/Autonomous, Cybersecurity, and related tech domains into clear compensation frameworks and guidelines.
- Partner with HRBPs, Talent Acquisition, and business leaders to define proactive compensation strategies for critical tech roles and premium job families (e.g., AI/ML, software engineering, cybersecurity, data & analytics).
- Support the evolution of job architecture and leveling for tech roles in alignment with enterprise frameworks, ensuring clarity, consistency, and scalability.
Analytics, Insights & Market Intelligence
- Lead in-depth compensation and workforce analytics to inform decisions on hiring, retention, promotions, market adjustments, and program design.
- Build scenario models and cost/impact analyses for proposed changes (e.g., market adjustments, range updates, new incentive plans, retention strategies).
- Leverage survey data and internal analytics to identify trends, risks, and opportunities in pay practices across key tech markets and geos.
- Provide clear, executive-ready insights and recommendations to senior stakeholders, simplifying complex analyses into actionable narratives.
Benchmarking & External Market Positioning
- Own and / or support the benchmarking and market-pricing strategy for key tech roles, including survey participation, matching, and interpretation of results for relevant geographies.
- Maintain a deep understanding of tech talent market dynamics (e.g., Bay Area, Austin, remote tech hubs), including pay practices, equity participation, and premium skill segments.
- Ensure GM’s compensation programs for tech roles are competitive, equitable, and aligned with both internal peers and external market benchmarks.
Governance, Compliance & Executive Interfaces
- Ensure compensation recommendations and program designs comply with internal governance (e.g., DOA, ECC guidelines) and relevant legal/regulatory requirements.
- Contribute to materials for Executive Compensation Committee, senior leadership, and Board reporting related to tech compensation topics as needed.
- Partner closely with Legal, Finance, and HR operations to ensure audit readiness, data integrity, and disciplined execution of compensation programs.
People Leadership & Team Development
- Lead, coach, and develop a small team (2–4) of compensation professionals, building deep technical and consulting capability within the team.
- Set clear priorities, manage workload, and remove obstacles so the team can deliver high-quality, timely support to stakeholders.
- Create an inclusive, high-performance culture that emphasizes learning, experimentation, continuous improvement, and strong partnership with HR and business leaders.
- Role-model GM Behaviors, with a strong focus on collaboration, courage, customer-centricity, and innovation.
Qualifications:
- 8-10+ years of progressive experience in compensation, with at least 3 years in a leadership or senior advisory role; experience supporting technology organizations (e.g., software, digital, data/AI, cybersecurity, AV) strongly preferred.
- Demonstrated experience designing and implementing compensation programs for tech talent, including base, incentives, and equity.
- Strong analytical skills with proficiency in Excel and experience with HRIS and data visualization/BI tools (e.g., Power BI, Tableau).
- Deep knowledge of compensation survey methodologies and market pricing tools (e.g., Radford, Mercer, WTW) and experience with tech market benchmarking across multiple geographies.
- Proven track record influencing senior leaders with data-driven insights, clear recommendations, and strong storytelling.
- Experience managing and developing a team of compensation professionals (2–4+), including workload management, coaching, and performance development.
- Bachelor’s degree in Human Resources, Finance, Economics, Business, or related field.
Preferred Attributes:
- Strategic, systems-level thinker with strong business acumen and the ability to connect compensation strategy to GM’s tech and enterprise priorities.
- Comfortable operating in ambiguity and high-change environments; able to simplify complexity and drive clarity.
- Passion for data-driven decision-making, experimentation, and continuous improvement.
- Collaborative, inclusive leadership style that builds strong partnerships across HR, Finance, Legal, and technology organizations.
- Strong written and verbal communication skills, including the ability to create executive-ready materials and facilitate complex discussions with senior stakeholders.
Compensation:
The compensation information is a good faith estimate only. It is based on what a successful applicant might be paid in accordance with applicable state laws. The actual base salary a successful candidate will be offered within this range will vary based on factors relevant to the position, as well as geography of the selected candidate.
- The salary range for this role is $201,100 - 283,200.
