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At Scribd (pronounced “scribbed”), we believe reading is more important than ever. Join our cast of characters as we work to change the way the world reads by building the world’s largest and most fascinating digital library: giving subscribers access to a growing collection of ebooks, audiobooks, magazines, documents, Scribd Originals, and more. In addition to works from major publishers and top authors, our community includes over 1.9 M subscribers in nearly every country worldwide.   Have you heard about our future of work program, Scribd Flex? As a key principle, we embrace flexibility and allow employees, in partnership with their manager, to choose the work-style that best suits their inidual needs and preferences. And, we create intentional in-person moments with each other that build culture and connection.   We are looking for an exceptional Compensation Manager to join Scribd.  We are a global company of 350+ employees across 5 countries and scaling rapidly.  This role will sit within the Human Resource function reporting to the Director of People.      The Compensation Manager will design and deliver strategic compensation programs and solutions that will enable Scribd’s philosophy and principles to support fair and equitable compensation practices across the organization.        What are the key focus areas for the Compensation Manager?

< class="h3">Consultation

• Consulting with HR: Be the front-line, compensation SME, providing day-to-day guidance on compensation decisions 

• Consulting with Talent (Recruiting): Partner with the team to review outgoing offers for market competitiveness and internal pay equity

• Consulting with Leaders: Consult on challenging compensation discussions, including off-cycle compensation decisions

• Consulting with Finance: Provide compensation analysis and other deliverables for budget and forecast purposes; Partner with Equity owners on approval process and administration

• Consulting with Employees & Managers: Lead education efforts on Scribd’s compensation philosophy and approach 

• Consulting with External Compensation Consultant: Access additional advanced support as needed for specialized senior roles and situations

• Consulting with Compensation Vendors: Seek advice on new capabilities or solutions 

• Consulting with Chief People Officer: Assist in preparation of Compensation Committee meetings, including research, analysis and preparation of materials, and execution of action items post-meetings

< class="h3">Compensation Architecture

• Lead Job Family reviews and manage the accuracy of our job levels and job mapping

• Oversee  our geographic cost of labor philosophy and framework to ensure consistent application

• Run ad hoc reports and analysis 

• Evaluate, level, and determine the appropriate market value for new and existing jobs

• Document policies, processes, and workflows related to compensation

• Advise on exempt / non-exempt pay practices

< class="h3">Compensation Cycles

• Lead administration of annual salary review process, including system preparation via Pave

• Lead administration of bi-annual promotion cycles 

• Lead administration of annual equity review and refreshLead administration of annual bonus program

• Partner with HRBPs and Compensation Leaders on compensation decisions

• Ensure internal equity and competitive recognition across recommendations

< class="h3">Industry Benchmarking and Analysis

• Own participation & submission of compensation surveys (e.g. AON Radford, Option Impact, etc.)

• Regularly analyze and update salary compensation bands using established sources

< class="h3">What are the key attributes this person must have?

• 6+ years of experience leading compensation programs within the technology sector, preferably with experience in both pre-IPO and post-IPO companies 

• Familiarity with various systems and compensation planning tools (BambooHR, Lever, Carta, PAVE, etc) 

• An in-depth knowledge of legal requirements for local, State, and Federal regarding employee pay

• Strong influencing skills with the ability to communicate clearly and confidently when advising senior leaders

• High ethical standards with demonstrated experience handling highly sensitive and confidential information

• Proven analytical skills, keen eye for detail, and in-depth knowledge of Excel/Google Sheets including building and maintaining complex models

Benefits, Perks, and Wellbeing at Scribd *Benefits/perks listed may vary depending on the nature of your employment with Scribd and the geographical location where you work. • Healthcare Insurance Coverage (Medical/Dental/Vision): 100% paid for employees • 12 weeks paid parental leave • Short-term/long-term disability plans • 401k/RSP matching • Tuition Reimbursement • Learning & Development programs • Quarterly stipend for Wellness, Connectivity & Comfort • Mental Health support & resources • Free subscription to Scribd + gift memberships for friends & family • Referral Bonuses • Book Benefit • Sabbaticals • Company wide events • Team engagement budgets • Vacation & Personal Days • Paid Holidays (+ winter break) • Flexible Sick Time • Volunteer Day • Company-wide Diversity, Equity, & Inclusion programs   Want to learn more about life at Scribd? www.linkedin.com/company/scribd/life   --------------------------------------------------------------------------------------------------------------------------- We want our interview process to be accessible to everyone. You can inform us of any reasonable adjustments we can make to better accommodate your needs by emailing [email protected] about the need for adjustments at any point in the interview process.   Scribd is committed to equal employment opportunity regardless of race, color, religion, national origin, gender, sexual orientation, age, marital status, veteran status, disability status, or any other characteristic protected by law. We encourage people of all backgrounds to apply, and believe that a ersity of perspectives and experiences create a foundation for the best ideas. Come join us in building something meaningful. ---------------------------------------------------------------------------------------------------------------------------   Remote employees must have their primary residence in: Arizona, California, Colorado, Connecticut, Delaware, DC, Florida, Hawaii, Iowa, Massachusetts, Michigan, Missouri, Nevada, New Jersey, New York, Ohio, Oregon, Tennessee, Texas, Utah, Vermont, Washington, Ontario (Canada), British Columbia (Canada), or Mexico. *This list may not be complete or accurate, and candidates should speak with their recruiter about their specific location for remote work.    #LI-Remote