Compensation Manager (Robotics)

TL;DR

Compensation Manager (HR Operations): Designing and scaling compensation frameworks and salary bands for a robotics company with an accent on market benchmarking and internal equity. Focus on operationalizing compensation philosophy and ensuring compliance with pay regulations in a hyper-growth environment.

Location: Remote (USA)

Salary: $145K – $165K + Equity

Company

hirify.global is a tech company reimagining urban delivery using autonomous sidewalk robots to reduce street congestion and benefit local businesses.

What you will do

• Define and operationalize the company's compensation philosophy in partnership with Total Rewards leadership.
• Design and maintain salary bands, job architecture, and organization-wide leveling alignment.
• Manage annual compensation processes, including merit increases, promotions, and market adjustments.
• Perform market benchmarking and provide data-driven recommendations for pay positioning.
• Advise HRBPs and business leaders on complex compensation scenarios and offer letters.
• Conduct internal equity analyses and ensure compliance with federal, state, and local pay transparency laws.

Requirements

• 5–8+ years of experience in compensation, including program design and execution.
• Experience building compensation structures within a public company.
• Expert proficiency in Microsoft Excel, including v-lookups, pivot tables, and data modeling.
• Proven experience scaling HR functions in a hyper-growth environment.
• Strong analytical skills and the ability to partner with Finance and business leadership.
• Must be based in the USA.

Nice to have

• Experience in high-growth tech or operations-driven industries.
• Experience supporting both hourly and salaried employees across domestic and international populations.
• Familiarity with benchmarking tools such as AON/Radford or Pave.
• CCP designation.

Culture & Benefits

• Agile, diverse, and driven team environment.
• Collaborative and respectful approach to solving complex dynamic problems.
• Equity options as part of the compensation package.
• Remote-first work arrangement.
• Limited quarterly travel requirements.