Manager, Compensation

<p>Navan is a newly public company managing global compensation for 4k employees. You’ll be joining a lean, high-impact team at an inflection point, building infrastructure and processes and owning work that directly shapes how we attract, retain and pay our people.</p> <p>&nbsp;</p> <p><strong>What you'll do:</strong></p> <ul> <li><strong>Job architecture and salary structures.</strong> Design, maintain, and administer salary structures and job architecture that scale with headcount growth across engineering, sales, and corporate functions.</li> <li><strong>Lead market pricing and survey management.</strong> Translate our compensation survey&nbsp; data into clear pay positioning recommendations for a fast-moving tech talent market. Own the annual benchmarking cycle from data submission through final analysis.&nbsp;</li> <li><strong>People Success (PSBP) partner and advocate</strong>. Serve as the embedded comp expert for People Partners across client groups, advising on complex pay decisions and building the shared fluency that reduces one-off comp questions over time.&nbsp;</li> <li><strong>Job Offer and Talent Acquisition partnership</strong>. Partner closely with Talent on job offer construction across high-volume, ensuring alignment to pay bands and internal equity.</li> <li><strong>Compensation planning cycles.</strong> Own the operational execution of merit, promotion, and equity refresh cycles, including tooling, manager communication, and analysis.</li> <li><strong>Workday compensation optimisation.</strong> Support the implementation, configuration, and ongoing optimisation of the Workday Compensation module, ensuring effective system utilisation and data integrity.</li> <li><strong>Equity program support. </strong>Administer equity program processes including grant tracking &amp; approvals. Contribute to employee-facing education materials so employees can clearly understand how their equity works.&nbsp;</li> <li><strong>Compensation analysis and reporting</strong>. Expand our analytics capability that makes compensation data accessible and actionable for People, Finance and leadership on demand: pay equity analysis, market gap reporting, budget utilization trends. Maintain a working knowledge of federal/state legislation that may affect compensation policies.</li> <li><strong>Pay transparency and regulatory readiness.</strong> Support the development and implementation of pay transparency practices, ensuring alignment with evolving global legislation and internal communication frameworks.</li> <li><strong>Documentation and process playbooks.</strong> Own our Total Rewards documentation, policies, and process guides, and supporting materials.</li> </ul> <p>&nbsp;</p> <p><strong>What we're looking for:</strong></p> <p><strong>Required</strong></p> <ul> <li>5+ years of compensation experience, including at least some exposure to leading others, with demonstrated ownership of job architecture, salary structures, and market pricing, preferably in a public company.&nbsp;</li> <li>Hands-on experience with major compensation surveys (like Radford) and comfort navigating compensation management systems.&nbsp;</li> <li>Experience conducting an enterprise-wide compensation review cycle.&nbsp;</li> <li>Strong Excel / Google Sheets modeling skills; able to build tools and analyses without relying on pre-packaged outputs.</li> <li>Ability to communicate compensation concepts clearly to non-technical audiences, including hiring managers, employees, and executives.</li> <li>Experience supporting globally distributed employee populations.</li> <li>Experience working with global compensation frameworks, including multi-country regulatory considerations and pay transparency requirements.</li> <li>Strong analytical and modelling capability, with experience building compensation models to support business decision-making.</li> <li>Ability to provide supervisory oversight and mentorship as required by departmental workload; may transition between high-level individual contribution and direct people management based on business priorities</li> </ul> <p><strong>Preferred</strong></p> <ul> <li>Experience at a high-growth SaaS or fintech company, ideally with exposure to both pre- and post-IPO compensation environments.</li> <li>Exposure to executive compensation, including benchmarking and proxy data sources.</li> <li>CCP certification or in progress.</li> <li>Track record of building or improving compensation processes from scratch rather than inheriting a mature infrastructure.</li> </ul> <p>&nbsp;</p> <p><strong>What success looks like in year one</strong></p> <ul> <li>Salary structures and job architecture are documented, market-aligned, and actively used by Talent Acquisition and PSBPs across all functions and geographies.</li> <li>Annual compensation planning cycle runs on time with clean data, manager-ready tooling, and minimal escalations.</li> <li>The TR team has a credible compensation analytics capability, available on demand.</li> <li>Equity administration and communication materials are in place and employees can clearly articulate how their grants work</li> <li>You are viewed as the internal go-to resource for compensation questions across People, HR, Finance, and management</li> <li>Pay transparency frameworks are established and aligned with evolving regulatory requirements (including EU Pay Transparency Directive), with clear reporting and communication in place.</li> </ul>