Compensation Manager

What makes you a great fit

Knowledge, skills and abilities

Location

• All Evolve team members must live in one of our approved locations by their first day. We can hire from anywhere in the U.S. except D.C. and Hawaii. Some positions may also have restrictions based on compensation in the following states: California, Maryland, New York, Pennsylvania, Rhode Island, and Washington. If you live in Colorado, you can work remotely anywhere in the state, at our downtown Denver office, or a hybrid of both! If you're planning to move soon, please let us know, and we'll be happy to review your application again.
• California Applicant Privacy Policy | Evolve
• How we reward Evolvers
• We’re intentional about offering benefits that empower every Evolver to thrive both professionally and personally because they’re more than perks—they’re investments in our customer-obsessed, high-performing team.
• We believe in treating others as they want to be treated, providing benefits that deliver real value, and challenging the status quo to meet the diverse needs of our team. Whether it’s helping you take care of your health, plan for the future, or celebrate life’s milestones, our offerings are designed to support you every step of the way.
• Financial Wellness: Industry-competitive pay, equity in the company, and a 401(k) with a 4% immediate vesting match.
• Family Support: 16-18 weeks of paid parental leave for birthing parents and 10 weeks for non-birthing parents, plus infertility coverage.
• Health & Wellness: Comprehensive medical, dental, and vision plans, with 100% employer-paid dental and vision for individual coverage, a low-cost medical option, 10 free mental health visits, and pet insurance.
• Time to Recharge: Generous PTO, RTO (for full-time exempt employees), sick leave, holidays, and a personal holiday to celebrate what matters most to you.
• Travel Perks: Annual Evolve travel credit after one year and discounts on stays at all Evolve properties.
• Growth Opportunities: World-class onboarding programs, learning, and development resources to help you grow your impact.
• Connection: Employee Resource Groups celebrating our diverse communities at Evolve.
• How we work together
• With our core values as our guide, every Evolver helps shape the company we want to work for and the people we want to be. We’ve cultivated a culture of collaboration, care, and responsibility that we can all be proud of, and we’re excited to see what you’ll bring as your authentic self.
• Still curious about who we are and what we do? Read more about our business and our culture at evolve.com.
• EEO
• At Evolve, we are committed to diversity and inclusion. As an equal opportunity employer, all qualified candidates will be considered for employment without regard to race, color, creed, religion, age, sex or gender (including pregnancy, childbirth, lactation and related medical conditions), gender identity or gender expression, sexual orientation, marital status, national origin, ancestry, citizenship status, military service or veteran status, physical or mental disability, or any other legally protected characteristic. Evolve participates in e-Verify for all positions.
• If you have a disability or special need that requires accommodation at any point in the hiring process, please let your recruiter know.

Preferred Qualifications

• Bachelor's degree in business, finance, HR or a related field, or equivalent experience; CCP a plus

Responsibilities

• Evaluate and rebuild our compensation structure. Assess Evolve's current job architecture, pay grades, salary ranges and leveling. Then redesign them for internal equity, market competitiveness and the way we want to grow.
• Build a pay-for-performance strategy. Design how performance outcomes translate into merit, promotion, bonus and equity decisions.
• Connect comp to talent and performance. Partner with Talent Management to integrate compensation into our performance framework (EPIC) and calibration, and into how we reward leverage, ownership and AI fluency.
• Tie programs to business goals. Work with Finance and business leaders so incentive plans (annual bonus and commission) reinforce the outcomes that matter most to our customers and the business.
• Own the comp cycles. Design and run annual merit, promotion and bonus cycles end to end: budget modeling, guidelines, manager and leadership tools.
• Build comp literacy across Evolve. Create manager and employee education on how pay works at Evolve: our philosophy, how ranges and levels work, and how performance drives pay. Equip managers to have confident, transparent pay conversations, and make sure employees understand their total compensation.
• Advise on real-time decisions. Be the go-to expert for People Business Partners, Talent Acquisition and leaders on offers, promotions, transfers and off-cycle adjustments.
• Keep us compliant. Monitor pay transparency, FLSA and pay equity requirements, and run regular audits.
• Measure and improve. Use data and market insights to show whether our programs drive the results we want, and bring forward recommendations. Build AI and automation into comp analysis and workflows.
• 5-7 years of compensation experience, including designing, job architecture, salary structures and incentive plans
• A track record of building or overhauling a pay-for-performance program, and of showing its impact on retention, performance or business results
• Experience in a high-growth or private-equity-backed company, where you moved fast with imperfect data
• Strong business acumen: you can talk P&L and growth with Finance and business leaders, and you hold your own with executives
• A hands-on builder who is as comfortable in the spreadsheet as in the boardroom
• Strong AI fluency: you use AI and automation to speed up analysis, modeling and build comp workflows and tools.
• Advanced Excel and Google Sheets skills; HRIS experience (Rippling preferred)
• Bachelor's degree in business, finance, HR or a related field, or equivalent experience; CCP a plus
• Deep expertise in compensation design: job leveling, market pricing, salary structures, merit and promotion budgeting, bonus, commission and equity
• Working knowledge of federal and state pay transparency laws, FLSA and pay equity analysis
• Strong analytical and modeling skills, with attention to detail and accuracy at speed
• Skilled educator and communicator who can make complex comp concepts simple for managers and employees, through training, toolkits and clear guidance
• Comfortable with ambiguity, managing several projects at once, and building programs from the ground up
• Builds trust and influence across all levels without formal authority