Senior Compensation Manager, Cohere Health

• The successful candidate will have proven experience working within the healthcare technology or technology space and have had interaction with compensation committees
• The ideal candidate brings creative solutions and thrives in a growing, dynamic, and fast-paced environment. Resourcefulness and agility to pivot with the business is needed
• Last but not least: People who succeed here are empathetic teammates who are candid, kind, caring, and embody our core values and principles
• 5-8 years of compensation management experience, including design and administration
• High-growth tech or health tech experience required
• Deep knowledge of US compensation laws, regulations and best practices
• Experience with pay equity analysis and benchmarking surveys
• Strong analytical, problem-solving, and organizational skills with the ability to balance priorities and meet deadlines
• Experience working with both salaried and hourly employees
• Proven ability to influence, coach, and drive strategic outcomes
• Proficiency in Excel, ADP, Google Suite, Slack, or similar tools
• CCP or other compensation certification preferred
• Healthcare and call center compensation experience preferred
• Experience with Pave benchmarking software preferred
• East Coast or Central US location required; Greater Boston area strongly preferred

• Reporting to the Chief People Officer, the Sr. Compensation Manager will be responsible for shaping and leading Cohere’s compensation programs to attract, motivate, engage and retain top talent. They will oversee a wide range of compensation programs and services to support the initiatives and strategic goals of the organization
• This position is responsible for ensuring that pay practices are fair, equitable and competitive
• In this role you will be fully responsible for all aspects of compensation providing both strategic and tactical support and partnership across the People Team and the organization
• This role will represent the People Team by building and communicating philosophies, processes, policies, and capabilities within the compensation space
• The Sr. Compensation Manager maintains an effective level of business literacy about the company, its near and long term goals, midrange plans, its culture, and its competition
• Manage and refine job architecture, base pay, incentives, equity, and recognition programs to support business needs
• Advise People Business Partners and managers on compensation philosophy, practices, and programs, ensuring alignment with market data and job evaluations
• Conduct annual compensation reviews, analyze market trends, and participate in benchmarking surveys to inform strategy updates
• Lead annual compensation and promotion cycles in partnership with People Operations and Business Partners
• Develop and deliver compensation training for People Business Partners and Talent Acquisition to support effective communication with employees and candidates
• Ensure compliance with local and federal compensation laws while supporting ad hoc projects, including M&A, system implementations, and IPO-related work
• Partner with Talent Acquisition to develop competitive compensation offers and contribute to broader People Team initiatives
• Build a deep understanding of the organization’s structure, roles, and compensation philosophy

• Medical Insurance
• Dental Insurance
• Vision Insurance
• Life & Disability Insurance
• Flexible Time Off & Holidays
• 401(K) Retirement Plan with Employer Match Program
• Wellness Coach App
• Parental Leave
• Learning & Development Opportunities

Total funding: $106m

Every year, billions of dollars are wasted in healthcare through overtreatment, failure of care coordination, and administrative complexity. Cohere Health blames this on the prior authorization process, a time-consuming manual system that the company aims to modernize with its CohereNext platform.