Global Compensation Manager

Job Title: Global Compensation Manager
Location: Greater Boston, MA or Greater Houston, TX
Reports to: Senior Director, Total Rewards

A quick snapshot…

As the Global Compensation Manager at Conga, you own the implementation, and administration of global compensation programs across Conga’s fast-based environment. This is a high-impact individual contributor (IC) role—you will be the expert and the executor all in one. You sit at the intersection of Compensation design, financial rigor, and people impact, and you will single-handedly own and evolve Conga's global compensation programs. You translate market intelligence and business needs into scalable, competitive, and equitable pay structures that attract and retain top talent worldwide. This isn't just compensation administration; it's about building programs and executing initiatives that support the people team priorities and Conga's growth strategies.

You will partner closely with Finance, People Partners, HR Ops, HRIS, IT, Payroll, and business leaders—acting as the subject matter expert and advisor. Because this is an IC role, you bring not only deep compensation expertise but also the autonomy, project management discipline, and bias for action and speed to drive initiatives—independently and at the speed Conga moves.

Why it's a big deal…

Conga is executing an ambitious company strategy: creating enterprise value by driving double-digit growth with scale. That means unlocking install base value, growing market share through new logos, and achieving recognized product leadership across every category. None of that happens without competitive, equitable, and transparent compensation programs that motivate our global workforce.

The People Team's FY27 strategy is built on three pillars—Simplify, Communicate, and Deliver—and this role is foundational to all three. You will reduce program complexity and drive clarity, efficiency and speed in pay design (Simplify), enable better business decisions through rigorous modeling and data (Communicate), and ensure our core compensation cycles such as Annual Compensation Planning (ACP) run flawlessly and on time (Deliver).

This year, you will play a direct role in....

• Owning the revamp of Conga's global salary structure—redesigning our global pay bands for greater market alignment, simplicity, and faster execution
• Owning the implementation of our new Compensation tool—partner cross-functionally with vendors, People Partners, Talent Acquisition, HRIS, and other stakeholders to configure, test, and successfully deploy the solution globally.
• Driving Annual Compensation Planning (ACP)—owning the full end-of-year cycle including merit, bonus, promotion and additional adjustment, as well as our pay-for-performance corporate bonus payout program across our global workforce.
• Conducting complex budget modeling—building and presenting comprehensive compensation budget models to support annual planning and our pay for performance strategies.
• Owning Pay-for-Performance Corporate bonus payouts—modeling accurate Individual Performance Factors (IPFs) to drive pay decisions aligned with each ELT organization's performance distribution, and calculating and executing corporate bonus payouts accurately and on schedule.
• Leading Long-Term Incentive Plans (LTIP) administration—owning the day-to-day administration of LTIP and preparation of quarterly Board review materials
• Driving compensation benchmarking and survey participation—managing vendor relationships and ensuring our data is current and competitive
• Supporting high-priority People Team initiatives including performance management redesign, new hire offer strategy, and compensation communications globally
• Leveraging AI tools—including Claude—to accelerate compensation work—from drafting communications and building modeling frameworks to researching market trends and synthesizing survey data faster and more efficiently

Are you the person we're looking for?

Related experience. You have 7+ years in compensation roles, preferably in SaaS organizations, with deep knowledge of global market practices, pay program design, and compensation operations. You have led or significantly contributed to end-of-year processes (merit, bonus, equity), global salary structure design, and LTI administration. You have built and presented comprehensive budget and scenario models in Excel that drive executive-level decisions backed by data. Experience with benefits administration (US and Canada) is a plus.

Strategic thinking. You can connect the micro and the macro—anticipating where the business is heading and ensuring compensation programs are designed to meet those future needs. You partner cross-functionally with Finance, People Partners, Talent Acquisitions, and business leaders to craft creative, scalable, and efficient solutions that balance business priorities with employee experience.

Strong project management skills. You drive clarity through complexity—aligning multiple stakeholders, managing competing deadlines, and building project plans and governance that keep large, high-visibility compensation projects on track. You have owned implementations or redesigns end-to-end and know what it takes to get across the finish line.

Quality oriented. You have strong processes in place so errors are rare. When they do occur, you own them, correct them, communicate transparently, and build safeguards to prevent recurrence. You maintain a continuous mindset of auditing data and processes to find optimization and simplification opportunities.

Analytical thinker and creative problem solver. You see issues holistically—following the flow of data to get to root causes and identify patterns. Where you truly shine is your ability to translate complex analysis into clear, actionable recommendations that resonate with both HR and Finance audiences.

Here's what will give you an edge…

Initiative. You don't wait to be told what needs to happen. You proactively identify gaps—inside and outside your scope—and you take ownership. You bring an entrepreneurial spirit to every problem and put proposals together without being asked.

Resourceful & collaborative. At Conga, we achieve together. When you face challenges, you find solutions—drawing on employees, your professional network, and whatever else it takes. Then you share what you learn to lift the whole team.

Clear, deliberate, and collaborative communicator. You don't just engage in collaborative discussions—you initiate them. You are clear and concise when you speak and write, leaving no room for assumptions or misunderstanding. You can translate complex compensation concepts for non-compensation audiences with ease.

Passion. We know it when we see it. Passion is revealed in your truest self—what you've accomplished, how you want to grow, the ideas you have. It's demonstrating through your words and actions that you truly believe in what you do and where you work.

AI-first mindset. You embrace AI as a force multiplier in your day-to-day work. At Conga, we use Claude to move faster and think smarter—and we expect this role to lead by example. Whether it’s drafting comp communications, structuring complex models, or synthesizing benchmarking data, you default to AI-assisted workflows and actively look for new ways to apply them to compensation work.

Tools and Education. You've had the opportunity to work with Workday Advanced Compensation, data analytics tools (like Power BI), compensation benchmarking platforms (like Radford/AON, WTW, or similar), and project management tools. Successful completion of a bachelor's degree in Human Resources, Finance, Business Administration, or a related field is highly preferred. CCP (Certified Compensation Professional) designation is a plus.

What we value…

• Curiosity & Continuous Learning: Staying informed on evolving compensation trends, workforce dynamics, and market practices.
• Business Partnership: Building trusted relationships and delivering solutions that support organizational success.
• Accountability: Taking ownership of outcomes and executing with excellence.
• Collaboration: Working effectively across teams and functions to achieve shared goals.
• Bias for Action: Moving quickly, solving problems proactively, and driving measurable results.
• Innovation: Embracing technology, analytics, and AI to improve how work gets done.
• Excellence in Craft: Treating compensation as a strategic lever that helps shape organizational performance and employee experience.