Compensation Manager

Role Overview

• Conducting market analysis independently, including salary surveys and benchmarking, to ensure competitive and equitable pay rates
• Designing, implementing, and maintaining Veracyte’s pay structure, salary grades, job evaluations, and compensation policies
• Ensuring all pay and benefit plans comply with federal, state, and local regulations, including Fair Labor Standards Act and applicable pay transparency requirements
• Designing, administering, and overseeing incentive programs, including bonus, commission, and stock option plans
• Design and build compensation metrics, reports, and tools to inform compensation program decisions and forecast/analyze compensation outcomes
• Participate in various complex compensation projects to ensure the company's ability to effectively attract, retain and reward employees
• Prepares survey submissions and gathers data from market-based compensation surveys; uses spreadsheet and data analysis techniques to assess results and market trends
• Support annual compensation review cycles, including planning, system configuration, testing, and execution
• Support and drive annual employee compensation planning activities that are integrated with performance management processes, including the salary increase review cycle, promotions, and equity/market adjustments
• Manage and produce comprehensive year-end compensation reports, including annual spend analysis, equity utilization reports, and compensation program effectiveness metrics
• Support annual compliance reviews and reporting, including OFCCP and EEO-1 reporting.
• Leading annual and off-cycle compensation processes such as merit increases, promotions, market adjustments, and new hire offers
• Serving as a strategic advisor to senior management on compensation strategy, budgets, workforce planning, and pay equity
• Conducting pay equity analyses and supporting remediation efforts as needed
• Partnering directly with People & Culture, Finance, Legal, and business leaders to translate business needs into effective compensation solutions
• Overseeing the distribution and communication of compensation and benefits information to employees and leaders in a clear, transparent, and thoughtful manner
• Providing backup support for the Benefits Manager, including coverage during peak periods or absences, and assisting with benefits related initiatives as needed
• Collaborating across Total Rewards to ensure alignment between compensation and benefits programs and a consistent employee experience
• Maintaining governance, documentation, and controls to ensure consistency, fairness, and scalability of compensation programs
• Continuously evaluating and improving compensation practices to support company growth, evolving regulations, and employee needs.

Requirements

• Bachelor’s degree in human resources, finance, business administration, or a related field, or equivalent practical experience
• 7+ years of progressive experience in compensation, with at least 2 years at Manager level
• Strong analytical skills with the ability to interpret data, trends, and financial reports
• Deep understanding of compensation methodologies, job evaluation frameworks, and employment regulations
• Experience conducting market pricing and benchmarking independently
• Technical proficiency with HRIS systems, including Workday Advanced Compensation Module, ADP payroll software, and advanced Excel and PowerPoint
• Ability to work independently, exercise sound judgment, and manage multiple priorities
• Strong communication skills with the ability to explain complex pay structures to employees and leadership
• Ability to flex work hours as needed, with certain times of the year or project cycles requiring extended hours to support critical compensation activities.

Benefits

• Professional development opportunities
• Health insurance
• 401(k) matching
• Flexible work arrangements
• Open to remote work