Global Compensation Manager

United States·Us - Bostonmid

Compensation ManagerHuman Resources

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Quick Summary

Key Responsibilities

Staying informed on evolving compensation trends, workforce dynamics, and market practices.

Requirements Summary

$113,920 — $182,270 USD Did we pique your interest? If this sounds like the kind of job you would love in the kind of environment where you would thrive, please click apply.

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Compensation ManagerHuman Resources

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.

What We Offer

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As the Global Compensation Manager at Conga, you own the implementation, and administration of global compensation programs across Conga’s fast-based environment. This is a high-impact individual contributor (IC) role—you will be the expert and the executor all in one. You sit at the intersection of Compensation design, financial rigor, and people impact, and you will single-handedly own and evolve Conga's global compensation programs. You translate market intelligence and business needs into scalable, competitive, and equitable pay structures that attract and retain top talent worldwide. This isn't just compensation administration; it's about building programs and executing initiatives that support the people team priorities and Conga's growth strategies.

You will partner closely with Finance, People Partners, HR Ops, HRIS, IT, Payroll, and business leaders—acting as the subject matter expert and advisor. Because this is an IC role, you bring not only deep compensation expertise but also the autonomy, project management discipline, and bias for action and speed to drive initiatives—independently and at the speed Conga moves.

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 transparent compensation programs that motivate our global workforce.

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 reduce program complexity and drive clarity, efficiency and speed in pay design (Simplify), enable better business decisions through rigorous modeling and data (Communicate), and ensure our core compensation cycles such as Annual Compensation Planning (ACP) run flawlessly and on time (Deliver).

Owning the revamp of Conga's global salary structure—redesigning our global pay bands for greater market alignment, simplicity, and faster execution
Owning the implementation of our new Compensation tool—partner cross-functionally with vendors, People Partners, Talent Acquisition, HRIS, and other stakeholders to configure, test, and successfully deploy the solution globally.
Driving Annual Compensation Planning (ACP)—owning the full end-of-year cycle including merit, bonus, promotion and additional adjustment, as well as our pay-for-performance corporate bonus payout program across our global workforce.
Conducting complex budget modeling—building and presenting comprehensive compensation budget models to support annual planning and our pay for performance strategies.
Owning Pay-for-Performance Corporate bonus payouts—modeling accurate Individual Performance Factors (IPFs) to drive pay decisions aligned with each ELT organization's performance distribution, and calculating and executing corporate bonus payouts accurately and on schedule.
Leading Long-Term Incentive Plans (LTIP) administration—owning the day-to-day administration of LTIP and preparation of quarterly Board review materials
Driving compensation benchmarking and survey participation—managing vendor relationships and ensuring our data is current and competitive
Supporting high-priority People Team initiatives including performance management redesign, new hire offer strategy, and compensation communications globally
Leveraging AI tools—including Claude—to accelerate compensation work—from drafting communications and building modeling frameworks to researching market trends and synthesizing survey data faster and more efficiently

Responsibilities

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→Curiosity & Continuous Learning: Staying informed on evolving compensation trends, workforce dynamics, and market practices.
→Business Partnership: Building trusted relationships and delivering solutions that support organizational success.
→Accountability: Taking ownership of outcomes and executing with excellence.
→Collaboration: Working effectively across teams and functions to achieve shared goals.
→Bias for Action: Moving quickly, solving problems proactively, and driving measurable results.
→Innovation: Embracing technology, analytics, and AI to improve how work gets done.
→Excellence in Craft: Treating compensation as a strategic lever that helps shape organizational performance and employee experience.

In the spirit of the Conga Way, we strive to design easy-to-understand compensation programs that are fair and free from any type of discrimination. In keeping with this approach, we are committed to delivering competitive compensation and benefits packages to our colleagues worldwide and communicating transparently about the structure of our compensation programs.

Listed below is the U.S. base salary range for this full-time position. Within the range, individual pay is determined by job-related skills, experience, and relevant education, or training. In addition to base salary, Conganeers receive a variable incentive pay component, perks such as flexible work options, and a full range of benefits including medical and dental insurance.

The posted salary ranges are for the expectations outlined in the job description. We are often open to a wide variety of profiles and sometimes have flexibility within our organizational structure to adjust the role responsibilities up or down should we select a candidate that is less or more experienced than the posted job requirements. In these occasional cases, we will communicate the revised salary range to the candidate during the selection process.

U.S base salary range:

$113,920—$182,270 USD

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! 

Nice to Have

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We accept resumes in any format, we suggest using PDF or plain text. These formats help ensure that your resume’s formatting remains intact, making it easier for our recruiters to review your application promptly.

Requirements

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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. 

Conga is proud to be an Equal Opportunity Employer and provides equal employment opportunities to all employees and applicants regardless of race, color, religion, gender, gender identity, age, national origin, disability, parental or pregnancy status, marriage and civil partnership, sexual orientation, veteran status, or any other characteristic protected by law. We understand interviewing can be stressful for those with disabilities. If reasonable accommodation is needed to allow you to show us your best self, please let your recruiter know as soon as possible. All your information will be kept confidential according to EEO guidelines. Conga is not open to third party solicitation or resumes for our posted FTE positions. Resumes received from third party agencies that are unsolicited will be considered complimentary.

The information you provide during the application process will be used in accordance with Conga’s Applicant Privacy Statement (https://conga.com/applicant-privacy-statement). By submitting your application, you acknowledge and agree to the terms outlined in this privacy statement.