Compensation Manager

At Evolve, we're on a mission to make vacation rental easy for everyone. Evolve is building a customer-obsessed, high-performing culture, and how we pay people should reinforce it. The Compensation Manager is a hands-on individual contributor who will evaluate our current compensation structure and rebuild it where it falls short. You'll design a pay-for-performance strategy that draws a clear line from compensation to talent and performance to business goals, and help managers and employees understand it. This is a builder role with end to end compensation program ownership. You'll work directly with People leadership, Finance and business leaders, and your work will shape how Evolvers are rewarded for the impact they create.

Responsibilities

Evaluate and rebuild the compensation structure, including job architecture, pay grades, salary ranges and leveling; Build a pay-for-performance strategy linking performance outcomes to merit, promotion, bonus and equity decisions; Connect compensation to talent and performance by partnering with Talent Management on the EPIC performance framework and calibration; Tie incentive programs (annual bonus and commission) to business goals with Finance and business leaders; Own annual merit, promotion and bonus cycles end to end, including budget modeling, guidelines and manager and leadership tools; Build compensation literacy across Evolve through manager and employee education; Advise People Business Partners, Talent Acquisition and leaders on offers, promotions, transfers and off-cycle adjustments; Keep the company compliant with pay transparency, FLSA and pay equity requirements, running regular audits; Measure program results using data and market insights, and build AI and automation into comp analysis and workflows

Requirements

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

Nice to have

CCP (Certified Compensation Professional) certification a plus; HRIS experience with Rippling preferred

Benefits

Industry-competitive pay; Equity in the company; 401(k) with a 4% immediate vesting match; 16-18 weeks of paid parental leave for birthing parents and 10 weeks for non-birthing parents; Infertility coverage; Comprehensive medical, dental and vision plans, with 100% employer-paid dental and vision for individual coverage; Low-cost medical option; 10 free mental health visits; Pet insurance; Generous PTO, RTO (for full-time exempt employees), sick leave, holidays and a personal holiday; Annual Evolve travel credit after one year; Discounts on stays at all Evolve properties; World-class onboarding, learning and development resources; Employee Resource Groups