About the Role

Abnormal AI is on a mission to protect organizations from the most sophisticated cyber threats using AI-native detection. As we scale toward IPO and beyond, we need a Senior Compensation Manager to join our Total Rewards team as a key operational partner. Working in close collaboration with our existing Senior Compensation Partner, you will support business leaders across GTM while contributing to the evolution and day-to-day administration of our broader compensation programs

This is an individual contributor role that operates at the intersection of data, operations, and people. You will own competitive market analysis, salary structures, and compensation review cycles while helping us scale our GTM comp programs thoughtfully. You bring a strong analytical foundation and the communication skills to translate complex comp decisions into clear, trusted guidance for business leaders and people partners alike.

We are an AI-first company, and this role is no exception. We expect you to actively leverage AI tools to work faster and smarter, and to think at a systems level about how compensation as a function  can be made more efficient and more defensible. The ideal candidate brings intellectual curiosity, a willingness to experiment, and a first-principles mindset: someone who is always asking how compensation should work at its best, and building toward that vision.

What You Will Do

Compensation Program Management

• Design, implement, and administer base pay, short-term incentives, equity grants, and long-term incentive programs
• Conduct market analysis and salary surveys (Radford, Mercer) to ensure pay competitiveness against benchmarks
• Develop and maintain salary structures, job leveling frameworks, and pay guidelines that scale with the business
• Manage compensation review processes including merit increases, promotions, bonus payouts, and equity grants
• Own equity budgeting and tracking for equity programs and contribute to Compensation Committee materials
• Ensure compliance with all applicable compensation laws and regulations, with particular attention to the evolving pay transparency landscape

Data Analysis & Reporting

• Analyze compensation data to surface trends, anomalies, and equity gaps before they become problems
• Build and maintain compensation dashboards and reports for senior leadership
• Deliver data-driven recommendations that ground comp decisions in market reality and internal equity

Consultation & Collaboration

• Partner with People Business Partners, Finance, Talent Acquisition and business leaders across GTM as the primary compensation subject matter expert
• Develop and deliver compensation training and communications for managers and employees
• Collaborate closely with Finance on equity program operations, cadence-setting, and analytical work; partner with Legal on compliance; and coordinate with Sales Compensation / Sales Operations on cross-functional comp initiatives
• Participate in compensation surveys and industry benchmarking initiatives

Project Management

• Lead compensation-related projects including system implementations, program redesigns, and pay equity analyses
• Build project plans, timelines, and stakeholder communication plans with strong follow-through on delivery
• Apply AI tools (e.g., Claude and Pave AI features) to accelerate analysis, training material development, and communications

 

Must Have Skills

• 5-7+ years of progressive compensation experience in a global tech company
• Hands-on experience with Radford and/or Mercer salary surveys
• Deep knowledge of compensation principles, program design, and applicable regulations
• Experience leading pay transparency initiatives and pay equity analyses (including statistical methods and tools such as Syndio)
• Demonstrated experience applying AI tools to compensation work - such as building prompts to systematize market pricing, reporting, or analysis
• Have a point of view on where AI can make compensation programs smarter and more efficient. 
• Experience with SOX compliance and comp program evolution across pre- to post-IPO stages
• Proven ability to analyze complex data and translate it into clear, actionable recommendations for non-technical audiences
• Strong communication, presentation, and stakeholder management skills
• Proficiency in HRIS systems, with Workday experience required
• Advanced proficiency in Google Sheets / Excel for compensation modeling

Nice to Have Skills

• Experience with Pave (strong preference given our current tech stack)
• Experience with Proxy Disclosures and Compensation Committee reporting
• Exposure to supporting sales compensation or partnering closely with Sales Operations
• Experience building or scaling a compensation function in a high-growth environment
• Bachelor's degree in Business, Finance, HR, or related field
• Based on the West Coast 

#LI-LG1