Navan
SaaS
Manager,Compensation
“Manager, Compensation at Navan. Skills: Job architecture and salary structures, Market pricing and survey management, Compensation planning cycles, Equity program support, Workday compensation optimisation. Design, maintain, and administer salary structures and job architecture that scale with headcount growth across engineering, sales, and corporate functions.. Lead market pricing and survey management.”
What You'll Achieve.
Salary structures and job architecture are documented, market-aligned, and actively used by Talent Acquisition and PSBPs across all functions and geographies.; Annual compensation planning cycle runs on time with clean data, manager-ready tooling, and minimal escalations.; The TR team has a credible compensation analytics capability, available on demand.; Equity administration and communication materials are in place and employees can clearly articulate how their grants work; You are viewed as the internal go-to resource for compensation questions across People, HR, Finance, and management; Pay transparency frameworks are established and aligned with evolving regulatory requirements (including EU Pay Transparency Directive), with clear reporting and communication in place.
Industry & Context.
analytical and modelling capability; building compensation models to support business decision-making
What They're Looking For.
Must Have
Experience supporting globally distributed employee populations, Experience working with global compensation frameworks, including multi-country regulatory considerations and pay transparency requirements, analytical and modelling capability, with experience building compensation models to support business decision-making, Ability to provide supervisory oversight and mentorship as required by departmental, Ability to communicate compensation concepts clearly to non-technical audiences, including hiring managers, employees, and executives
Nice to Have
Experience at a high-growth SaaS or fintech company, ideally with exposure to both pre- and post-IPO compensation environments, Exposure to executive compensation, including benchmarking and proxy data sources, CCP certification or in progress, Track record of building or improving compensation processes from scratch rather than inheriting a mature infrastructure
What You'll Do.
and administer salary structures and job architecture that scale with headcount growth across engineering
and corporate functions.
Lead market pricing and survey management.
Translate our compensation survey data into clear pay positioning recommendations for a fast-moving tech talent market.
Own the annual benchmarking cycle from data submission through final analysis.
Serve as the embedded comp expert for People Partners across client groups
advising on complex pay decisions and building the shared fluency that reduces one-off comp questions over time.
Partner closely with Talent on job offer construction across high-volume
ensuring alignment to pay bands and internal equity.
Own the operational execution of merit
and equity refresh cycles
manager communication
Support the implementation
and ongoing optimisation of the Workday Compensation module
ensuring effective system utilisation and data integrity.
Administer equity program processes including grant tracking able to build tools and analyses without relying on pre-packaged outputs.
How You'll Work.
Team & Collaboration
Serve as the embedded comp expert for People Partners across client groups, advising on complex pay decisions and building the shared fluency that reduces one-off comp questions over time.; Partner closely with Talent on job offer construction across high-volume, ensuring alignment to pay bands and internal equity.
Communication Scope
Ability to communicate compensation concepts clearly to non-technical audiences, including hiring managers, employees, and executives
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