About this opportunity

Snap Inc. lists this Senior Manager, Compensation opportunity in northern, Kentucky. Review the employer’s description below for duties, qualifications and application requirements.

Job description

Snap Inc is a technology company. We believe the camera presents the greatest opportunity to improve the way people live and communicate. Snap contributes to human progress by empowering people to express themselves, live in the moment, learn about the world, and have fun together.

Snapchat, a visual messaging app that enhances your relationships with friends, family, and the world, and Specs Inc., a wholly-owned subsidiary dedicated to making computing more human, in addition to Bitmoji, Saturn, and other digital services.

The People Team drives our values of being kind, smart and creative across Snap's global workforce. We work together to empower our teams to hire thoughtful and passionate innovators, help people do their best work, grow their careers and build healthy and productive workspaces in a safe, and cohesive community. Together, we are Talent, Total Rewards, IDEA, HR Tech, People Analytics, People Operations, People Services, Council, and Employee Relations.

We are looking for a Senior Manager, Compensation to join Snap Inc!

What you’ll do:

Partner with HR Business Partners, Talent Acquisition, and Business leaders in crafting compensation packages that are internally equitable and externally competitive

Contribute to the ongoing development of Snap’s compensation philosophy and ensure ongoing market competitiveness

Be a leading voice in the design of our equity programs, including partnering with Legal and external advisors on equity plan design and governance

Prepare compensation analyses and materials in support of executive compensation decisions and Compensation Committee review

Lead job evaluations and leveling assessments to ensure roles are categorized and compensated consistently, in line with pay equity and compliance requirements

Deliver compelling and relevant training and communications materials which educate and inform employees on total rewards

Manage and analyze complex datasets to distill insights and convey findings; build tools as required to improve efficiency

Participate in a variety of compensation surveys and build internal competitive data

Champion the identification and rollout of AI-enabled workflows (e.g., benchmarking, scenario modeling, stakeholder communications) to modernize how the Compensation team operates

Continually evaluate compensation programs to ensure they are legally compliant, competitive, aligned with the overall compensation philosophy, and driving the appropriate business results

Lead and develop a team of Compensation Business Partners and/or Program Managers in support of a business function's talent and compensation priorities

Minimum qualifications:

Bachelor's degree in economics, business administration, or related area of study or equivalent years of experience

7+ years of experience working in human resources, compensation, legal, finance, or another related field, including experience managing or mentoring others

Experience with Google Sheets and Excel

Hands‑on experience with an HRIS platform (Workday strongly preferred) and market benchmarking tools (e.g., Radford, Pave, Compa)

Preferred qualifications:

Technology industry compensation experience, preferably in a publicly traded software company

Experienced executive communicator, preferably with c‑suite leaders and/or Compensation Committee audiences

Experience supporting executive compensation programs and working with outside compensation consultants and legal counsel

Ability to prioritize tasks and work independently on issues of high complexity

Experience collaborating with internal stakeholders at all levels

Fluency in federal and state labor law such as FLSA, California Wage Orders, OFCCP regulations regarding pay, minimum wage, and the Equal Pay Act

Experience identifying, project‑managing, or deploying AI-enabled tools or workflows within an HR or Compensation function

“Default Together” Policy at Snap: At Snap Inc. we believe that being together in person helps us build our culture faster, reinforce our values, and serve our community, customers and partners better through dynamic collaboration. To reflect this, we practice a “default together” approach and expect our team members to work in an office 4+ days per week.

At Snap, we believe that having a team of diverse backgrounds and voices working together will enable us to create innovative products that improve the way people live and communicate. Snap is proud to be an equal opportunity employer, and committed to providing employment opportunities regardless of race, religious creed, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, pregnancy, childbirth and breastfeeding, age, sexual orientation, military or veteran status, or any other protected classification, in accordance with applicable federal, state, and local laws. EOE, including disability/vets.

We are an Equal Opportunity Employer and will consider qualified applicants with criminal histories in a manner consistent with applicable law (by example, the requirements of the San Francisco Fair Chance Ordinance and the Los Angeles Fair Chance Initiative for Hiring, where applicable).

Our Benefits : Snap Inc. is its own community, so we’ve got your back! We do our best to make sure you and your loved ones have everything you need to be happy and healthy, on your own terms. Our benefits are built around your needs and include paid parental leave, comprehensive medical coverage, emotional and mental health support programs, and compensation packages that let you share in Snap’s long-term success!

Compensation

In the United States, work locations are assigned a pay zone which determines the salary range for the position. The successful candidate’s starting pay will be determined based on job‑related skills, experience, qualifications, work location, and market conditions. The starting pay may be negotiable within the salary range for the position. These pay zones may be modified in the future.

Zone A (CA, WA, NYC) :

The base salary range for this position is $229,000-$343,000 annually.

Zone B :

The base salary range for this position is $218,000-$326,000 annually.

Zone C :

The base salary range for this position is $195,000-$292,000 annually. This position is eligible for equity in the form of RSUs.

If you believe this job description is missing required pay transparency information, please submit a report through this form : Job Description Pay Range Disclosure .