Vanta
Compensation Manager
Remote U.S · Senior
No sponsorshipDetected 42 days ago
ComplianceHIPAALeadership
About the role
- We believe that security should be monitored and verified continuously, and we empower companies to practice better security and prove it with ease.
- Vanta has a kind and talented team, and while some have prior security experience, many have been successful at Vanta without it.
- This role is central to a deliberate shift from reactive operations to proactive strategic partnership.
Responsibilities
- Demonstrated ability to build trust with PBPs, Finance, and managers as a proactive thought partner who surfaces issues before being asked
- Own compensation partnership for the EPD and G&A populations - serve as the primary point of contact for benchmarking, band questions, and comp decisions across these groups
- Lead comp cycle programs and enablement end-to-end - own year-end and mid-year cycles from timeline and resources to manager enablement and close-out reporting
- Partner proactively with PBPs, Finance, and EPD leadership to align compensation with workforce strategy - surface risks and insights before being asked, and serve as a trusted thought partner on comp decisions
- Support compensation-related compliance initiatives, helping ensure our practices remain competitive and consistent as we expand
- We own comp philosophy, band design, benchmarking methodology, and cycle execution, and the quality of that work directly shapes the company's ability to attract top talent and retain high performers at scale.
- You'll own day-to-day comp work for a significant portion of our population while contributing directly to the programs and infrastructure we're rebuilding for the long term.
Requirements
- Hands-on experience leveraging Radford - job matching, data pulls, and benchmarking methodology (required)
- Must be authorized to work in the U.S. without the need for current or future employer sponsorship.
Nice to have
- Experience at organizations of 1,000+ employees
- pre-IPO or public company exposure preferred
- EPD population experience is a plus
Compensation
- Own compensation partnership for the EPD and G&A populations - serve as the primary point of contact for benchmarking, band questions, and comp decisions across these groups
- Lead comp cycle programs and enablement end-to-end - own year-end and mid-year cycles from timeline and resources to manager enablement and close-out reporting
- Manage and optimize our compensation and equity systems, including Pave and Carta, ensuring data integrity and consistency as we scale
- Partner proactively with PBPs, Finance, and EPD leadership to align compensation with workforce strategy - surface risks and insights before being asked, and serve as a trusted thought partner on comp decisions
- Identify and close gaps in comp infrastructure - improve operational workflows, documentation, and tooling, with a view toward automating and standardizing them to support a larger, global team over time
- Support compensation-related compliance initiatives, helping ensure our practices remain competitive and consistent as we expand
Benefits
- Industry-competitive salary and equity
- Comprehensive medical, dental, and vision coverage, with 100% of employee-only benefit premiums covered for most medical plans
- 16 weeks paid Parental Leave for all new parents
Company info
- Identify and close gaps in comp infrastructure - improve operational workflows, documentation, and tooling, with a view toward automating and standardizing them to support a larger, global team over time
- At Vanta, our mission is to help businesses earn and prove trust.
Visa & Work Authorization
- Must be authorized to work in the U.S. without the need for current or future employer sponsorship.
This listing is sourced directly from Vanta's careers page and normalized into a canonical job model.