Manager, Global Compensation

SEI delivers technology and investment solutions that connect the financial services industry. With capabilities across investment processing, operations, and asset management, SEI collaborates with corporations, financial institutions and professionals, and ultra-high-net-worth families to solve problems, manage change and help protect assets-for growth today and in the future.

We are seeking an experienced, hands-on Compensation Manager who can expertly analyze, and optimize global compensation programs for both sales and corporate employee groups. This individual contributor role is highly data-driven, requiring exceptional analytical skills and advanced Excel proficiency to build sophisticated compensation models and interpret large datasets. Key focus areas include sales incentive plan design, broad-based pay structures, and compensation support for M&A activities. The ideal candidate is a self-motivated professional who can drive results independently, providing insight and recommendations to senior leadership to shape effective, scalable compensation strategies.

• Develop & maintain complex compensation models: Build, refine, and manage advanced Excel-based models (utilizing complex formulas, pivot tables, and automation) to analyze large datasets and forecast compensation outcomes, ensuring data-driven decision-making.
• Sales compensation design & analysis: Evaluate current sales commission and incentive plans, perform in-depth data analysis on sales compensation effectiveness, and design new incentive models that drive desired behaviors and align rewards with company revenue and growth objectives.
• Global compensation program management: Support the design and administration of broad-based compensation programs across our enterprise. Ensure pay strategies are consistent globally yet locally competitive, maintaining internal equity and external market competitiveness across diverse regions and employee groups.
• Data analytics & insights: Leverage strong analytical skills and data visualization to assess compensation trends, conduct pay equity analyses and generate actionable insights. Provide data-driven recommendations to HR and business leaders on compensation adjustments, range structures, incentive payouts, and other pay decisions.
• Compensation process leadership: Execute and continuously improve core compensation processes such as annual merit increase cycles, promotion reviews, and incentive payout calculations. Ensure accurate modeling and analysis during these cycles, and uphold compensation governance guidelines and approval processes.
• Cross-functional partnership: Collaborate closely with HR Business Partners, Finance, Sales Operations, and business unit leaders to address compensation needs and challenges. Provide expert consultation and support on pay decisions for new hires, promotions, transfers, and special cases, backing recommendations with solid data and market rationale.
• Compliance & market benchmarking: Monitor global compensation laws and regulations to ensure programs remain compliant (e.g., wage and hour laws, pay transparency requirements). Lead or support market benchmarking and survey participation efforts to keep compensation structures up-to-date and aligned with industry trends.
• Mergers & acquisitions support: Serve as a key compensation resource during M&A activities, including conducting due diligence on target company pay practices, modeling compensation harmonization scenarios, and supporting integration of acquired employees into existing compensation programs.
• Continuous improvement: Stay informed of emerging compensation trends, tools, and best practices. Proactively identify opportunities to optimize compensation programs or analytical methods, driving enhancements that improve efficiency, transparency, and strategic impact of compensation across the organization.

• Education: Bachelor's degree in Human Resources, Finance, Business, or a related field (required); Master's degree or MBA (preferred).
• Certification: Certified Compensation Professional (CCP) or an equivalent recognized compensation designation (required).
• Experience: a minimum of 7 years of progressive experience in compensation analysis and program design (required). This should include hands-on modeling and data analysis responsibilities and experience supporting both sales incentive compensation and broad-based corporate pay programs.
• Proven ability to operate effectively as an individual contributor at a manager level, delivering complex projects and influencing decisions without direct staff supervision.
• Technical Skills: Expert-level Excel skills (required) - demonstrated mastery of advanced formulas, pivot tables, data modeling, and handling of large data sets for analysis. Experience with statistical or business intelligence tools (e.g. HRIS compensation modules, data visualization software) is a plus.
• Analytical Ability: Exceptional quantitative and analytical skills with keen attention to detail. Able to synthesize complex data into clear insights and actionable recommendations that drive strategic decision-making.
• Compensation Expertise: In-depth knowledge of compensation principles and practices, including building salary structures, pay ranges, job leveling, and incentive plan design. Specific experience in designing and administering sales commission or incentive plans is required. Familiarity with global compensation considerations and multi-country pay practices.
• M&A and Project Skills: Experience supporting M&A compensation integration (due diligence, pay harmonization, modeling) is advantageous. Strong project management skills to handle multiple initiatives, meet deadlines, and adapt to changing priorities in a fast-paced environment.
• Communication & Influence: Excellent communication and interpersonal skills. Capable of presenting complex compensation analyses and recommendations in a clear, compelling manner to senior leadership. Proven ability to build relationships and collaborate cross-functionally, effectively partnering with business leaders and HR colleagues.
• Work Ethic: High level of integrity and ability to work with confidential data. Self-driven and detail-oriented, with a passion for continuous improvement and a commitment to staying current on compensation trends and data analytics methodologies.

SEI's competitive advantage: