Abnormal AI is on a mission to protect organizations from the most sophisticated cyber threats using AI-native detection. As we scale toward IPO and beyond, we need a Senior Compensation Manager to join our Total Rewards team as a key operational partner. Working in close collaboration with our existing Senior Compensation Partner, you will support business leaders across GTM while contributing to the evolution and day-to-day administration of our broader compensation programs
This is an individual contributor role that operates at the intersection of data, operations, and people. You will own competitive market analysis, salary structures, and compensation review cycles while helping us scale our GTM comp programs thoughtfully. You bring a strong analytical foundation and the communication skills to translate complex comp decisions into clear, trusted guidance for business leaders and people partners alike.
We are an AI-first company, and this role is no exception. We expect you to actively leverage AI tools to work faster and smarter, and to think at a systems level about how compensation as a function can be made more efficient and more defensible. The ideal candidate brings intellectual curiosity, a willingness to experiment, and a first-principles mindset: someone who is always asking how compensation should work at its best, and building toward that vision.
What You Will Do
Compensation Program Management
Design, implement, and administer base pay, short-term incentives, equity grants, and long-term incentive programs
Conduct market analysis and salary surveys (Radford, Mercer) to ensure pay competitiveness against benchmarks
Develop and maintain salary structures, job leveling frameworks, and pay guidelines that scale with the business
Manage compensation review processes including merit increases, promotions, bonus payouts, and equity grants
Own equity budgeting and tracking for equity programs and contribute to Compensation Committee materials
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Ensure compliance with all applicable compensation laws and regulations, with particular attention to the evolving pay transparency landscape
Data Analysis & Reporting
Analyze compensation data to surface trends, anomalies, and equity gaps before they become problems
Build and maintain compensation dashboards and reports for senior leadership
Deliver data-driven recommendations that ground comp decisions in market reality and internal equity
Consultation & Collaboration
Partner with People Business Partners, Finance, Talent Acquisition and business leaders across GTM as the primary compensation subject matter expert
Develop and deliver compensation training and communications for managers and employees
Collaborate closely with Finance on equity program operations, cadence-setting, and analytical work; partner with Legal on compliance; and coordinate with Sales Compensation / Sales Operations on cross-functional comp initiatives
Participate in compensation surveys and industry benchmarking initiatives
Project Management
Lead compensation-related projects including system implementations, program redesigns, and pay equity analyses
Build project plans, timelines, and stakeholder communication plans with strong follow-through on delivery
Apply AI tools (e.g., Claude and Pave AI features) to accelerate analysis, training material development, and communications
Must Have Skills
5-7+ years of progressive compensation experience in a global tech company
Hands-on experience with Radford and/or Mercer salary surveys
Deep knowledge of compensation principles, program design, and applicable regulations
Experience leading pay transparency initiatives and pay equity analyses (including statistical methods and tools such as Syndio)
Demonstrated experience applying AI tools to compensation work - such as building prompts to systematize market pricing, reporting, or analysis
Have a point of view on where AI can make compensation programs smarter and more efficient.
Experience with SOX compliance and comp program evolution across pre- to post-IPO stages
Proven ability to analyze complex data and translate it into clear, actionable recommendations for non-technical audiences
Strong communication, presentation, and stakeholder management skills
Proficiency in HRIS systems, with Workday experience required
Advanced proficiency in Google Sheets / Excel for compensation modeling
Nice to Have Skills
Experience with Pave (strong preference given our current tech stack)
Experience with Proxy Disclosures and Compensation Committee reporting
Exposure to supporting sales compensation or partnering closely with Sales Operations
Experience building or scaling a compensation function in a high-growth environment
Bachelor's degree in Business, Finance, HR, or related field
Based on the West Coast
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Actual compensation will be determined based on several non-discriminatory factors including skills, experience, qualifications, and geographic location. In addition to base salary, this role may be eligible for bonus or incentive compensation, equity, and a comprehensive benefits package.
Base salary range:
$137,700—$198,000 USD
AI and our hiring process Abnormal AI uses AI-assisted tools to help our recruiting team prepare for candidate interviews. These tools analyze resume content and role requirements to suggest interview questions and identify areas for the interviewer to explore. They do not make hiring decisions or screen candidates automatically. Every decision about a candidacy is made by a person.
Abnormal AI is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, protected veteran status or other characteristics protected by law. For our EEO policy statement please click here. If you would like more information on your EEO rights under the law, please click here.
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