Replit is the agentic software creation platform that enables anyone to build applications using natural language. With millions of users worldwide, Replit is democratizing software development by removing traditional barriers to application creation.

The Compensation Manager is a senior, builder-oriented role responsible for designing and operating a modern, AI-native compensation system as the company scales.

This role goes beyond traditional compensation management. You will own how compensation decisions are made across the company—building the systems, workflows, and logic that enable fast, consistent, and high-quality decisions.

You will serve as the architect of our compensation engine: translating compensation philosophy into scalable systems, and leveraging data, automation, and AI to improve speed, accuracy, and transparency. This role sits at the intersection of compensation, product, and systems design.

You will partner closely with People Business Partners, Recruiting, Finance, and People Systems to embed compensation directly into company workflows—eliminating manual processes and reducing reliance on comp as a service layer.

You will shape how we attract, reward, and retain top talent, while building infrastructure that scales with the business.

 
 

IN THIS ROLE YOU WILL…

COMPENSATION STRATEGY & PHILOSOPHY

– Evolve the company’s compensation philosophy across cash and equity

– Translate compensation philosophy into clear, scalable decision frameworks

– Design and maintain compensation structures, including leveling alignment, salary bands, and equity frameworks

– Ensure market competitiveness while balancing cost and talent density

– Partner with Finance to align compensation strategy with business and financial goals

 

COMPENSATION PRODUCT & SYSTEMS DESIGN

– Design and build a scalable compensation engine that powers:

– Offer generation

– Job leveling and benchmarking

– Merit and promotion recommendations

– Pay equity monitoring

– Encode compensation policies into systems, rules, and workflows

– Partner with People Systems to integrate comp into HRIS, ATS, and equity platforms

– Continuously improve workflows to increase speed, consistency, and decision quality

 

COMPENSATION PLANNING & DECISION SUPPORT

– Redesign and operate compensation planning processes (merit, promotions, market adjustments)

– Build systems that generate first-pass recommendations for comp decisions

– Establish guardrails for offers, promotions, and exceptions

– Support complex and high-stakes compensation decisions, including executive hiring and retention

– Partner with Recruiting and HRBPs to enable fast, high-quality decision-making

 

COMPENSATION ANALYTICS & MODELING

– Build and maintain compensation models to support:

– Offer strategy

– Equity scenarios

– Workforce cost planning

– Develop analytical frameworks to evaluate:

– Market competitiveness

– Internal equity

– Retention risk

– Create dashboards and reporting to provide visibility into compensation trends and system performance

– Ensure compensation decisions are explainable, consistent, and aligned with company principles

 

AI-NATIVE COMPENSATION WORKFLOWS

– Design and implement AI-enabled workflows across compensation processes

– Identify opportunities to:

– Automate repeatable compensation decisions

– Augment complex decisions with AI-driven recommendations

– Build internal tools that reduce manual work and increase decision speed

– Continuously iterate toward an always-on, real-time compensation system

 

LEADERSHIP & CROSS-FUNCTIONAL PARTNERSHIP

– Serve as a trusted advisor to People leadership, executives, and Finance

– Partner closely with Recruiting, HRBPs, Finance, and Systems teams

– Translate complex compensation topics into clear, actionable guidance

– Influence senior leaders on tradeoffs between talent, cost, and long-term sustainability

– Help evolve the People function toward an AI-native operating model

 

REQUIRED SKILLS AND EXPERIENCE

– 8+ years of experience in compensation, total rewards, or related analytical roles, including experience in scaling or high-growth tech companies

– Deep expertise in compensation strategy, including salary bands, equity design, and market benchmarking

– Strong systems thinking—you can translate policy into scalable workflows and decision logic

– Product mindset—you think in terms of users, workflows, and iteration

– Experience building or partnering on internal tools, automation, or AI-enabled workflows

– Strong analytical and modeling skills, with the ability to translate data into clear decisions and recommendations

– Experience supporting senior-level hiring, promotions, and executive compensation decisions

– Demonstrated ability to operate in ambiguous, fast-paced environments

– Strong cross-functional partnership skills, pa