Manager, Compensation

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About This Role:

We are seeking a detail-oriented and collaborative Compensation Manager to shape and manage our global compensation programs. In this role, you will be a member of a larger team comprised of total rewards and talent management professionals. You will be a key part of implementing our strategy — making sure our pay practices are fair, competitive, and aligned with Forrester’s business needs and values.

This role is responsible for executing Forrester’s global compensation program, including core compensation processes like annual planning, market benchmarking, and sales incentive design, as well as equity and executive pay. The Compensation Manager works closely with HR business partners, finance, legal, and leaders across the business to deliver programs that help us attract, retain, and reward great people. This position will also manage and mentor the compensation analyst team, building a collaborative, high-performing, and people-first culture. This role blends big-picture thinking with rolling up your sleeves to get things done in a fast-paced environment.

Job Description:

• Assist in the identification, review, analysis, and design of compensation programs/policies to identify changes needed for a compelling, competitive, locally compliant, and equitable compensation approach. The approach should be cost effective and consistent with corporate objectives.

• Lead the compensation team to ensure successful annual compensation planning including execution of base salary, short- and long-term incentive programs, and all related communications and administration.

• Develop, sustain, and evolve a job leveling that provides a foundation for compensation practices and analytics, enables talent initiatives, and drives equitable, efficient, and transparent programs.

• Manage compensation team members, fostering a collaborative and high-performing team culture. Help them understand market data and trends and proactively translate our total rewards strategy and programs into a practical execution plan.

• Conduct job evaluations and market benchmarking to ensure internal equity and external competitiveness.

• Oversee global survey participation, submission, monitoring and evaluating benchmark data, pay structures, trend information, and economic projections and recommending changes as appropriate to maintain a competitive market position and internal equity.

• Develop strong partnerships with HR business partners, finance, legal, and external vendors to ensure alignment and execution of compensation programs.

• Collaborate with the HRIS team to design and implement effective compensation tools, systems, and reporting.

• Continuously identify opportunities to improve compensation processes, leveraging tools and technology to drive efficiency and simplicity.

• Partner with finance operations, sales enablement, and sales operations to design a sales compensation program that drives business results.

• Develop and implement pay transparency practices that promote fairness and clarity and comply with local regulatory requirements.

• Support equity program management and executive compensation initiatives.

• Translate complex compensation concepts into clear, accessible messaging for employees and managers, and support compensation-related training and communications.

• Prepare executive-level presentations, compensation reports, and materials for senior leadership and the board.

• Monitor market trends and regulatory changes to keep our programs current and compliant.

Job Requirements:

• A bachelor’s degree in human resources, business, finance, or a related field; advanced degree or certification (e.g., CCP) is a plus.

• Five-plus years’ progressive compensation experience, ideally in high-growth or public company environments.

• At least two years experience managing compensation team members. 

• Experience in managing global compensation programs, including equity, incentive design, and job architecture.

• Experience with sales compensation design and administration is a strong plus.

• Advanced Excel skills and experience with compensation tools (e.g., Radford, Mercer).

• Experience in managing compensation planning cycles in Workday or similar HRIS platforms is a plus.

• Experience in structuring and leading complex projects, including managing senior stakeholders and delivering on-time results.

• Strong analytical and problem-solving skills with great attention to detail.

• Comfortable interpreting complex data and turning it into clear, actionable insights.

• Adept in balancing strategic thinking with hands-on execution.

• Brings a positive, team-oriented attitude and builds strong working relationships based on trust.

• Clear communicator who can explain complex topics in a simple, approachable way.

• The ability to manage multiple priorities and stay organized in a fast-paced environment.

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FLSA Status:

Here at Forrester, we welcome people from all backgrounds and perspectives. Our aim is for all candidates to be able to fully participate in Forrester’s recruitment process. If you would like to discuss a reasonable accommodation, please reach out to [email protected].

Forrester Research, Inc. is an Equal Employment Opportunity Employer. As a federal contractor, Forrester encourages veterans and individuals with disabilities to apply for employment.

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