Senior Manager, Global Compensation

At Conga, we’ve built a community where our colleagues can thrive. Here you’ll find opportunities to innovate and support growth through individual and team development, all within an environment where every voice is heard.

Conga lines up commercial operations so companies run as connected, smarter businesses. By unifying the people and processes that drive commerce, Conga aligns pricing, quoting, contracting, rebates, and communications so teams stay in sync and buyers keep moving forward. The result is trusted decisions, consistent buyer experiences, and profitable growth. More than 10,000 customers worldwide, including over 50% of the Fortune 100®, trust Conga when commercial complexity is high and global impact is on the line.

Conga is executing an ambitious company strategy: creating enterprise value by driving double-digit growth with scale. That means unlocking install base value, growing market share through new logos, and achieving recognized product leadership across every category. None of that happens without competitive, equitable, and sustainable compensation programs that motivate our global workforce and align talent investments with business performance.

The People Team's FY27 strategy is built on three pillars: Simplify, Communicate, and Deliver, and this role is foundational to all three.

You will lead efforts to reduce program complexity and create greater clarity, consistency, and speed in compensation design (Simplify); provide leaders with rigorous analysis, insights, and recommendations that enable better business and investment decisions (Communicate); and lead the team responsible for delivering critical compensation programs, including Annual Compensation Planning, accurately and on time (Deliver).

• Leading the transformation of Conga's global salary structure by establishing the strategy and framework for redesigned global pay bands that improve market alignment, simplify decision-making, and enable greater consistency and speed across the organization.
• Leading the implementation of Conga's new compensation technology platform, establishing the implementation roadmap and partnering with vendors, People Partners, Talent Acquisition, HRIS, and other stakeholders to ensure successful configuration, testing, adoption, and global deployment.
• Leading Annual Compensation Planning (ACP) by establishing the strategy, governance, timelines, and operating model for the year-end merit, bonus, promotion, and adjustment cycle, while ensuring the compensation team delivers an accurate and seamless global process.
• Overseeing compensation budgeting and financial modeling by directing complex scenario analyses and translating the results into clear recommendations for Finance, People leadership, and executive stakeholders.
• Leading Conga's Pay-for-Performance corporate bonus process by establishing the methodology and governance around Individual Performance Factors (IPFs), ensuring performance distributions and payout recommendations align with Conga's pay-for-performance philosophy and organizational performance.
• Providing leadership and governance for Long-Term Incentive Plan (LTIP) administration, ensuring strong controls, accurate execution, and the preparation of clear and decision-ready materials for quarterly Board review.
• Setting Conga's compensation benchmarking strategy, overseeing survey participation and vendor relationships, and ensuring market intelligence is translated into actionable recommendations for compensation programs and talent decisions.
• Serving as a strategic compensation partner on high-priority People Team initiatives, including performance management redesign, new-hire offer strategy, compensation communications, organizational changes, and other programs that influence employee experience and business performance.
• Building and developing a high-performing compensation team, providing coaching, setting priorities, creating development opportunities, and strengthening the team's analytical, consulting, and compensation capabilities.
• Advancing AI-enabled compensation practices by identifying where tools including Claude can improve team productivity, analytical capabilities, communications, market research, and compensation program design while maintaining appropriate quality controls and human judgment.

If this sounds like the kind of job you would love in the kind of environment where you would thrive, please click apply. We'd love to hear from you! 

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Studies have shown that women and members of ethnic minorities are less likely to apply to jobs unless they meet every single qualification. At Conga we are dedicated to building a diverse, inclusive, and authentic workplace, so if you’re excited about this role but your experience doesn’t align perfectly with every qualification in the job description, we encourage you to apply anyway. You just might be the right candidate for this or other roles.  

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