Compensation Manager
About the Role
We are looking for a Senior Compensation Manager to own and optimize the end-to-end variable compensation process across Apollo’s Go-To-Market (GTM) organization. This role will ensure timely, accurate, and transparent compensation execution — driving a performance-based culture and operational excellence at scale.
This role is ideal for a proactive, data-driven operations professional who thrives in high-growth environments and can balance execution with strategic planning.
What You’ll Do
As the Senior Compensation Manager, you will:
Own compensation tooling and systems — manage and optimize CaptivateIQ (or similar tools) to calculate, validate, and distribute commission and variable pay.
Collaborate cross-functionally with Finance, People Operations, and Sales leadership to design, document, and operationalize annual and ad-hoc compensation plans (including SPIFs).
Partner with data and analytics teams to source, validate, and reconcile compensation data, ensuring a single source of truth across systems.
Work with implementation partners — define Statements of Work (SOWs), lead User Acceptance Testing (UAT), and coordinate enablement post-deployment.
Drive continuous improvement — design efficient workflows, improve data visibility, and enhance reporting to enable real-time performance tracking.
Lead root cause analysis (RCA) for any compensation-related issues and implement process improvements to prevent recurrence.
Develop standardized processes for compensation inquiries, documentation, and approvals to ensure transparency and accountability.
Key Outcomes
Success in this role will be measured by your ability to:
Deliver 100% on-time and accurate payments, ensuring clear documentation and fast inquiry resolution.
Provide near-real-time performance analytics to drive visibility and performance accountability.
Launch fully aligned annual compensation plans before the start of each fiscal year.
Identify and eliminate sources of error through structured RCAs and system/process improvements.
Standardize compensation operations, creating repeatable processes and scalable frameworks.
Core Competencies:
What we’re looking for:
7-10 years of experience in a Compensation Operations focused role.
Systems Expertise: Proficiency with CaptivateIQ or similar compensation management tools.
Data Collaboration: Strong ability to work with analytics teams to verify and reconcile compensation data.
Implementation Leadership: Experienced in defining SOWs, conducting UAT, and coordinating post-implementation enablement with external partners.
Communication & Documentation: Exceptional written and verbal communication skills, with a knack for translating complex compensation models into clear documentation.
Cross-functional Collaboration: Proven ability to align GTM, Finance, and People teams to design and execute compensation programs.
About the job
Apply for this position
Compensation Manager
About the Role
We are looking for a Senior Compensation Manager to own and optimize the end-to-end variable compensation process across Apollo’s Go-To-Market (GTM) organization. This role will ensure timely, accurate, and transparent compensation execution — driving a performance-based culture and operational excellence at scale.
This role is ideal for a proactive, data-driven operations professional who thrives in high-growth environments and can balance execution with strategic planning.
What You’ll Do
As the Senior Compensation Manager, you will:
Own compensation tooling and systems — manage and optimize CaptivateIQ (or similar tools) to calculate, validate, and distribute commission and variable pay.
Collaborate cross-functionally with Finance, People Operations, and Sales leadership to design, document, and operationalize annual and ad-hoc compensation plans (including SPIFs).
Partner with data and analytics teams to source, validate, and reconcile compensation data, ensuring a single source of truth across systems.
Work with implementation partners — define Statements of Work (SOWs), lead User Acceptance Testing (UAT), and coordinate enablement post-deployment.
Drive continuous improvement — design efficient workflows, improve data visibility, and enhance reporting to enable real-time performance tracking.
Lead root cause analysis (RCA) for any compensation-related issues and implement process improvements to prevent recurrence.
Develop standardized processes for compensation inquiries, documentation, and approvals to ensure transparency and accountability.
Key Outcomes
Success in this role will be measured by your ability to:
Deliver 100% on-time and accurate payments, ensuring clear documentation and fast inquiry resolution.
Provide near-real-time performance analytics to drive visibility and performance accountability.
Launch fully aligned annual compensation plans before the start of each fiscal year.
Identify and eliminate sources of error through structured RCAs and system/process improvements.
Standardize compensation operations, creating repeatable processes and scalable frameworks.
Core Competencies:
What we’re looking for:
7-10 years of experience in a Compensation Operations focused role.
Systems Expertise: Proficiency with CaptivateIQ or similar compensation management tools.
Data Collaboration: Strong ability to work with analytics teams to verify and reconcile compensation data.
Implementation Leadership: Experienced in defining SOWs, conducting UAT, and coordinating post-implementation enablement with external partners.
Communication & Documentation: Exceptional written and verbal communication skills, with a knack for translating complex compensation models into clear documentation.
Cross-functional Collaboration: Proven ability to align GTM, Finance, and People teams to design and execute compensation programs.