Lead Compensation Program Manager, Unity

• Success in this role requires precision, systems thinking, and the ability to deliver scalable tools and actionable insights that empower compensation decision-making across the company
• Significant experience in compensation program management, market pricing, or related roles
• Bachelor’s degree in HR, Finance, Business, or a related field
• Strong expertise in compensation benchmarking methodologies (e.g., Radford, Mercer)
• Experience designing salary ranges and incentive frameworks at a global scale
• Proficiency in Workday or similar HRIS platforms, with a focus on survey job matching and data integrity
• Exceptional analytical skills with expertise in Excel, Tableau, or similar tools for building dashboards and automating workflows
• Strong communication skills, with the ability to translate data into actionable insights for diverse stakeholders

Desirable

• The Lead Compensation Program Manager – Market Strategy & Structure is responsible for ensuring Unity’s compensation structures are competitive, data-driven, and built to scale
• This role leads global market pricing, survey management, salary range design, and structural incentive frameworks
• It plays a foundational role in enabling all other compensation work by owning the infrastructure that translates external market data into internal pay structures and insights
• Lead Unity’s annual market pricing and benchmarking strategy across all geographies and job functions
• Own the design, maintenance, and evolution of global salary ranges, ensuring competitiveness and alignment to Unity’s compensation philosophy
• Manage all compensation survey participation, including Radford, Mercer, and other providers, in collaboration with external partners and internal teams
• Own the integrity of survey job matching in Workday and ensure all roles in Unity’s job catalog are accurately and consistently benchmarked
• Partner with the Job Architecture team to ensure levels, families, and functions align to market frameworks and enable consistent pricing
• Develop incentive design inputs such as target bonus percentages and performance-aligned structures for non-executive roles
• Analyze market movement, pay trends, and emerging shifts in compensation practices, delivering insights to inform program and range updates
• Build templates, dashboards, and repeatable tools that automate benchmarking workflows and make insights more accessible to the broader Total Rewards team
• Collaborate with Total Rewards Consultants to apply ranges effectively and adjust structural elements as needed for evolving business needs
• Support cross-functional initiatives such as compensation audits, pay equity analysis, or strategic workforce planning by providing data-backed guidance on structure
• Document methodology, decisions, and maintenance schedules to ensure transparency and continuity