Compensation Manager
Your Role and Impact
As Compensation Manager, you will be the operational and analytical engine powering Apollo’s global compensation programs. Reporting to the Sr. Director of Total Rewards and People Operations, you will play a critical role in implementing and administering Apollo’s total compensation philosophy—including base pay, bonus and incentive plans, and equity—ensuring programs are competitive, equitable, scalable, and aligned to our rapid growth trajectory.
You’ll advise stakeholders on compensation decisions, manage cyclical compensation processes, and serve as a subject matter expert on both U.S. and international pay practices. Your expertise will support Apollo’s ability to attract, retain, and reward top talent globally.
Key Responsibilities
Compensation Program Administration: Manage the implementation and execution of global compensation programs (base salary, variable pay, and equity), in alignment with Apollo’s total rewards philosophy.
Cycle Management: Lead planning and operations for merit cycles, promotion cycles, equity refreshes, and bonus payouts in partnership with People Ops, Talent, and Finance.
Market Benchmarking: Conduct compensation benchmarking analyses using survey data (e.g., Radford, Mercer), and internal data to maintain competitive and equitable pay practices across geographies and functions.
Stakeholder Advising: Serve as a trusted advisor to People Partners, Recruiting, and business leaders on compensation-related matters including offer proposals, pay equity, and job leveling.
Analytics and Reporting: Build and maintain dashboards and compensation models to analyze trends, identify risks, and provide actionable insights to support workforce planning and talent strategy.
Compliance and Risk Mitigation: Monitor evolving compensation laws (e.g., pay transparency) and ensure compensation programs remain fully compliant across regions.
Cross-Functional Collaboration: Work closely with Finance, Legal, Talent Acquisition, and Payroll to drive consistent and aligned compensation operations and governance.
What We’re Looking For
5–7+ years of progressive compensation experience, ideally in high-growth, mid-stage tech companies.
Strong working knowledge of global compensation frameworks, incentive plan design, and equity programs.
Expertise using survey platforms (such as Radford) and HR tools such as Carta, Pave, and Greenhouse.
Strong analytical skills with advanced Excel or Google Sheets capabilities and experience working with large datasets.
Comfort navigating complexity in a global environment, with a clear understanding of local labor laws and compliance practices.
Ability to influence and build trust with senior leaders, combined with a service-oriented approach to stakeholder management.
Proactive, detail-oriented, and solutions-focused with a bias for operational excellence and continuous improvement.
Experience supporting remote-first or distributed teams a plus.
Bonus Points If You Have
Experience designing or refining equity and incentive plan frameworks.
Exposure to international expansion compensation planning (e.g., new country entries).
Familiarity with compensation tools such as Pave.
Compensation Manager
Your Role and Impact
As Compensation Manager, you will be the operational and analytical engine powering Apollo’s global compensation programs. Reporting to the Sr. Director of Total Rewards and People Operations, you will play a critical role in implementing and administering Apollo’s total compensation philosophy—including base pay, bonus and incentive plans, and equity—ensuring programs are competitive, equitable, scalable, and aligned to our rapid growth trajectory.
You’ll advise stakeholders on compensation decisions, manage cyclical compensation processes, and serve as a subject matter expert on both U.S. and international pay practices. Your expertise will support Apollo’s ability to attract, retain, and reward top talent globally.
Key Responsibilities
Compensation Program Administration: Manage the implementation and execution of global compensation programs (base salary, variable pay, and equity), in alignment with Apollo’s total rewards philosophy.
Cycle Management: Lead planning and operations for merit cycles, promotion cycles, equity refreshes, and bonus payouts in partnership with People Ops, Talent, and Finance.
Market Benchmarking: Conduct compensation benchmarking analyses using survey data (e.g., Radford, Mercer), and internal data to maintain competitive and equitable pay practices across geographies and functions.
Stakeholder Advising: Serve as a trusted advisor to People Partners, Recruiting, and business leaders on compensation-related matters including offer proposals, pay equity, and job leveling.
Analytics and Reporting: Build and maintain dashboards and compensation models to analyze trends, identify risks, and provide actionable insights to support workforce planning and talent strategy.
Compliance and Risk Mitigation: Monitor evolving compensation laws (e.g., pay transparency) and ensure compensation programs remain fully compliant across regions.
Cross-Functional Collaboration: Work closely with Finance, Legal, Talent Acquisition, and Payroll to drive consistent and aligned compensation operations and governance.
What We’re Looking For
5–7+ years of progressive compensation experience, ideally in high-growth, mid-stage tech companies.
Strong working knowledge of global compensation frameworks, incentive plan design, and equity programs.
Expertise using survey platforms (such as Radford) and HR tools such as Carta, Pave, and Greenhouse.
Strong analytical skills with advanced Excel or Google Sheets capabilities and experience working with large datasets.
Comfort navigating complexity in a global environment, with a clear understanding of local labor laws and compliance practices.
Ability to influence and build trust with senior leaders, combined with a service-oriented approach to stakeholder management.
Proactive, detail-oriented, and solutions-focused with a bias for operational excellence and continuous improvement.
Experience supporting remote-first or distributed teams a plus.
Bonus Points If You Have
Experience designing or refining equity and incentive plan frameworks.
Exposure to international expansion compensation planning (e.g., new country entries).
Familiarity with compensation tools such as Pave.