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Manager, Compensation

Gofundme

Remote · US$143k – $214k

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About this role

Want to help us help others? We’re hiring!

GoFundMe is the world’s most powerful community for good, dedicated to helping people help each other. By uniting individuals and nonprofits in one place, GoFundMe makes it easy and safe for people to ask for help and support causes—for themselves and each other. Together, our community has raised more than $40 billion since 2010.

About the Role

GoFundMe is embarking on one of the most significant investments in its people strategy: the launch of the GFM Way of Compensation . This multi-phase initiative will redefine our job architecture, compensation philosophy, market positioning, and pay structures—creating a modern, transparent, and scalable compensation framework that supports our mission and our continued growth.

As our Compensation Manager, you'll play a pivotal role in bringing this vision to life. You'll partner closely with leadership to translate strategy into execution—building the job architecture, developing salary structures, conducting market analyses, modeling compensation programs, and helping implement a compensation framework that employees, leaders, candidates, and the Board can trust.

At the same time, you'll own the day-to-day compensation operations that keep our business moving. From supporting hiring and promotions to administering compensation systems and advising business partners, you'll ensure our compensation programs remain accurate, equitable, and scalable while we build the future.

This is an exceptional opportunity for someone who enjoys both designing what's next and delivering operational excellence every day.

What You'll Do

Lead the Execution of the GFM Way of Compensation

• Drive the technical execution of GoFundMe's compensation transformation, including job architecture, leveling, compensation philosophy implementation, market benchmarking, salary structure design, and rollout.

• Design and maintain job families, career levels, and leveling guides in partnership with People Business Partners and business leaders.

• Lead enterprise-wide job mapping to the new architecture, documenting decisions, managing exceptions, and ensuring organizational alignment.

• Conduct market pricing and competitive benchmarking using Radford, Pave, and other market data to inform compensation decisions.

• Build and model salary structures, including pay ranges, midpoint progressions, geographic differentials, and pay zones while assessing financial impact.

• Prepare compensation analyses, executive presentations, and Compensation Committee materials that support strategic decision-making.

• Develop compensation policies, guidelines, and manager resources that enable consistent and equitable compensation practices across the company.

Own Compensation Operations

• Manage day-to-day compensation programs, including offer reviews, promotions, off-cycle compensation changes, retention awards, and salary recommendations.

• Serve as a trusted advisor to Talent Acquisition and People Business Partners by providing guidance on market competitiveness, internal equity, and compensation best practices.

• Administer compensation systems, including Pave and HRIS platforms, ensuring data integrity and supporting compensation review cycles.

• Maintain compensation data, position management, and reporting to support planning and organizational decision-making.

• Manage compensation inquiries and provide timely guidance to employees, managers, and People teams.

• Administer bonus programs, relocation support, sign-on awards, and other compensation-related processes.

• Partner with Finance on budgeting, merit planning, workforce planning, and compensation cost modeling.

Build Strong Cross-Functional Partnerships

• Collaborate with People Partners to support organizational design, promotions, and workforce planning.

• Partner with Talent Acquisition to develop competitive offers and advise on market trends.

• Work closely with Finance, Legal, and Equity teams to ensure compensation programs are compliant, financially sustainable, and aligned with business objectives.

• Help educate leaders and managers on compensation philosophy, practices, and decision-making frameworks.

What We're Looking For

Required Qualifications

• 8+ years of progressive compensation experience in a high-growth or technology environment.

• Experience designing or evolving job architecture, career frameworks, and leveling structures.

• Strong expertise in market benchmarking using Radford, Pave, Mercer, or similar compensation data sources.

• Experience building salary structures, including pay ranges, midpoint progression, geographic differentials, and compensation modeling.

• Advanced analytical skills with expertise in Excel or Google Sheets and the ability to translate complex analyses into actionable recommendations.

• Proven experience in global compensation practices and geographic pay strategies.

• Ability to administer compensation systems and HRIS platforms.

• Experience identifying opportunities to automate recurring compensation workflows using AI and other technology, improving speed, accuracy, and scalability.

• Strong written and verbal communication skills with the ability to influence stakeholders at multiple levels.

• Proven ability to balance strategic initiatives with a high volume of operational work in a fast-paced environment.

Preferred Qualifications

• Experience leading or supporting a company-wide compensation philosophy or job architecture redesign.

• Experience preparing Compensation Committee or Board materials.

• Experience supporting equity compensation programs.

• Knowledge of sales compensation and incentive plan design.

Why you’ll love it here

• Make an Impact : Be part of a mission-driven organization making a positive difference in millions of lives every year.

• Innovative Environment : Work with a diverse, passionate, and talented team in a fast-paced, forward-thinking atmosphere.

• Collab

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