As Marqeta’s Compensation Manager, you will serve as a strategic compensation business partner and design, plan, and implement compensation programs, policies, and processes for our teams. We envision this high impact role as a strong influencer with the business. You will work with leadership and cross-functional People Experience team members to create tailored solutions that meet our organizational needs while balancing market competitiveness and fiscal responsibility. This position sits on the Total Rewards team and will be one of three members on the Compensation team.
We work Flexible First. This role can be performed remotely in the United States, only in one of our National locations, which you can review here.
The Impact You’ll Have
- Advisory – Act as the primary partner for assigned business function client groups and serve as a strategic advisor on complex compensation matters
- Design – Partner with People Business Partners (PBPs), business leaders, and managers to design compelling, scalable compensation solutions, by seeking to understand the desired outcome, sharing expertise, and proposing solutions
- Program Management – Collaborate with PBPs, Talent Acquisition, Finance, and other internal stakeholders to ensure seamless execution of compensation programs. Facilitate annual merit, bonus, and equity programs for assigned client groups.
- Market Intelligence – Partner across the compensation team to manage the job and compensation structure related to your client groups. Conduct quarterly and ad-hoc analyses ensuring external competitiveness, internal equity, and legal compliance. Monitor trends affecting compensation. Support pay transparency and other required reporting. Complete required survey participation. Stay abreast of industry best practices and changes in legislation related to compensation
- Analysis – Conduct modeling and analysis on all aspects of compensation which may include building analytical models that predict or identify compensation related issues. Evaluate existing roles and provide consultation on new roles using a combination of internal and external data
- Audit & Compliance – Lead the efforts to review global pay gap reporting, and compliance with emerging regulations such as the EU Pay Transparency Directive and CSRD. This role involves analyzing compensation data, preparing for pay transparency, and implementing strategies that promote fairness. In addition, this person will ensure our procedures are SOX compliant.
- Communication & Education – Develop and deliver efficient and effective presentations to influence decision making. Develop training and educational tools to communicate compensation philosophy, programs, fundamentals, and tools
- Governance – Partner with Talent Acquisition and PBPs on new hire offers and internal mobility
- Administration – Partner with HRIS, Payroll, and Equity teams to ensure proper transmission of payment and award data
Who You Are
- Significant experience in global compensation, including developing, recommending, implementing, and administering compensation programs
- Prior experience with high-growth tech companies scaling their business and workforce
- Flexible, growth mindset, comfort with ambiguity and change
- Demonstrated success balancing aiming for excellence versus a sense of urgency. Detail-oriented with a high level of accuracy and strong time management skills
- Exceptional results orientation with a high degree of personal initiative
- Collaborative team player with a customer centric approach and focus on doing what is best for the business
- Proven problem-solving skills as well as an ability to manage multiple tasks simultaneously to successful completion in a fast-paced environment
- Excellent verbal and written communication skills
- Strong ability to foster relationships
- Advanced Google Sheets expertise and ability to create, organize and manipulate large sets of data in complex spreadsheets. Or the same in Excel and a willingness to learn and work predominantly in Google Sheets
- Familiarity with Workday, including hands-on experience coaching managers through at least one compensation cycle in the system
Nice-To-Haves
- Bachelor's or Master's degree in a field related to Finance, Business management/administration, or Human Resources
- Certified Compensation Professional (CCP)
Your Manager
- Divya Gallo, Director, Compensation
Typical Process
- Application Submission
- Recruiter video call
- Hiring manager video call
- Virtual “Onsite” consisting of 4, 45 min video calls
- Offer!
Compensation and Benefits
Marqeta is a Flex First company which allows you to choose your best working environment, whether that be from home or at a company office. To support Flex First, we calibrate pay to a competitive value according to working location. Compensation is aligned according to three tiers within the United States:
- National: A baseline tier that applies to most of the geographic territory of the United States.
- Premium: Slightly elevated from the National tier, and oriented toward a narrower set of higher cost-of-living areas, such as Los Angeles CA and Seattle WA
- Premium Plus: A tier for the most expensive working areas, like the San Francisco Bay area and New York City.
Visit this page or consult with a Recruiter to determine which tier would be applicable to you.
When determining salaries, we consider several factors including, but not limited to, skills, prior experience, and work location. The new-hire base salary range for this position is:
- National: $126,300 - $157,900
- Premium: $136,700 - $170,900
- Premium Plus: $148,600 - $185,800
We also believe in recognizing the contributions of our people. That's why we award annual bonuses to eligible employees, rewarding both individual performance and the success of the entire company.
Along with monetary compensation, Marqeta offers
- Multiple health insurance options
- Flexible time off – take what you need
- Retirement savings program with company contribution and after tax contributions
- Equity in a publicly-traded company and an Employee Stock Purchase Program
- Family-forming benefits, fertility support, and up to 20 weeks of Parental Leave
- Free therapy sessions, financial and professional coaching, and legal advice
- Monthly stipend to support our remote work model
- Annual “development dollars” to support our people growth and development
- Through Flex First, the freedom to live and work wherever you and your family
