[Skip To Content]

Senior Manager, Compensation – Tech

  • 위치
    • Austin, Texas
    • Detroit, Michigan
    • Mountain View, California
    • Remote
    • Warren, Michigan
  • 직무 유형 Full time
  • 게시됨
  • Job Requisition JR-202616415

설명

Position Summary:

The Senior Manager, Compensation – Tech is a strategic people leader responsible for designing, executing, and governing compensation programs that support GM’s technology-focused businesses (e.g., Software & Services, Autonomous/AV, Cybersecurity, Data & AI). This role combines deep compensation expertise with strong business partnership and analytics to drive competitive, equitable, and scalable pay practices in a rapidly evolving tech talent market.

This leader will manage and develop a small team (2–4) of compensation professionals, fostering a culture of collaboration, innovation, and continuous improvement. They will be a key advisor to senior HR and business leaders on tech talent market dynamics, pay positioning, and program design.

Key Responsibilities:

Tech Compensation Strategy & Design

  • Lead and / or support the design and ongoing refinement of compensation structures and programs that support GM’s technology organizations, including base salary, cash incentives, and equity programs.
  • Translate business and talent strategies for Software & Services, AV/Autonomous, Cybersecurity, and related tech domains into clear compensation frameworks and guidelines.
  • Partner with HRBPs, Talent Acquisition, and business leaders to define proactive compensation strategies for critical tech roles and premium job families (e.g., AI/ML, software engineering, cybersecurity, data & analytics).
  • Support the evolution of job architecture and leveling for tech roles in alignment with enterprise frameworks, ensuring clarity, consistency, and scalability.

Analytics, Insights & Market Intelligence

  • Lead in-depth compensation and workforce analytics to inform decisions on hiring, retention, promotions, market adjustments, and program design.
  • Build scenario models and cost/impact analyses for proposed changes (e.g., market adjustments, range updates, new incentive plans, retention strategies).
  • Leverage survey data and internal analytics to identify trends, risks, and opportunities in pay practices across key tech markets and geos.
  • Provide clear, executive-ready insights and recommendations to senior stakeholders, simplifying complex analyses into actionable narratives.

Benchmarking & External Market Positioning

  • Own and / or support the benchmarking and market-pricing strategy for key tech roles, including survey participation, matching, and interpretation of results for relevant geographies.
  • Maintain a deep understanding of tech talent market dynamics (e.g., Bay Area, Austin, remote tech hubs), including pay practices, equity participation, and premium skill segments.
  • Ensure GM’s compensation programs for tech roles are competitive, equitable, and aligned with both internal peers and external market benchmarks.

Governance, Compliance & Executive Interfaces

  • Ensure compensation recommendations and program designs comply with internal governance (e.g., DOA, ECC guidelines) and relevant legal/regulatory requirements.
  • Contribute to materials for Executive Compensation Committee, senior leadership, and Board reporting related to tech compensation topics as needed.
  • Partner closely with Legal, Finance, and HR operations to ensure audit readiness, data integrity, and disciplined execution of compensation programs.

People Leadership & Team Development

  • Lead, coach, and develop a small team (2–4) of compensation professionals, building deep technical and consulting capability within the team.
  • Set clear priorities, manage workload, and remove obstacles so the team can deliver high-quality, timely support to stakeholders.
  • Create an inclusive, high-performance culture that emphasizes learning, experimentation, continuous improvement, and strong partnership with HR and business leaders.
  • Role-model GM Behaviors, with a strong focus on collaboration, courage, customer-centricity, and innovation.

Qualifications:

  • 8-10+ years of progressive experience in compensation, with at least 3 years in a leadership or senior advisory role; experience supporting technology organizations (e.g., software, digital, data/AI, cybersecurity, AV) strongly preferred.
  • Demonstrated experience designing and implementing compensation programs for tech talent, including base, incentives, and equity.
  • Strong analytical skills with proficiency in Excel and experience with HRIS and data visualization/BI tools (e.g., Power BI, Tableau).
  • Deep knowledge of compensation survey methodologies and market pricing tools (e.g., Radford, Mercer, WTW) and experience with tech market benchmarking across multiple geographies.
  • Proven track record influencing senior leaders with data-driven insights, clear recommendations, and strong storytelling.
  • Experience managing and developing a team of compensation professionals (2–4+), including workload management, coaching, and performance development.
  • Bachelor’s degree in Human Resources, Finance, Economics, Business, or related field.

Preferred Attributes:

  • Strategic, systems-level thinker with strong business acumen and the ability to connect compensation strategy to GM’s tech and enterprise priorities.
  • Comfortable operating in ambiguity and high-change environments; able to simplify complexity and drive clarity.
  • Passion for data-driven decision-making, experimentation, and continuous improvement.
  • Collaborative, inclusive leadership style that builds strong partnerships across HR, Finance, Legal, and technology organizations.
  • Strong written and verbal communication skills, including the ability to create executive-ready materials and facilitate complex discussions with senior stakeholders.

Compensation:

The compensation information is a good faith estimate only. It is based on what a successful applicant might be paid in accordance with applicable state laws. The actual base salary a successful candidate will be offered within this range will vary based on factors relevant to the position, as well as geography of the selected candidate.

  • The salary range for this role is $201,100 - 283,200.

GM does not provide immigration-related sponsorship for this role. Do not apply for this role if you will need GM immigration sponsorship now or in the future. This includes direct company sponsorship, entry of GM as the immigration employer of record on a government form, and any work authorization requiring a written submission or other immigration support from the company (e.g., H1-B, OPT, STEM OPT, CPT, TN, J-1, etc.)

이 직무는 재택 기반이지만, 선발된 지원자가 GM 허브에서 특정 거리 이내에 거주하는 경우 주 3회 {또는 관리자가 지정한 다른 빈도로} 출근해야 합니다.

이 직무는 리로케이션 혜택을 받을 수 없습니다. 모든 리로케이션 관련 비용은 최종선정 된 지원자가 부담해야 합니다.

다양성 정보

General Motors는 법적으로 금지된 차별을 배제하는 것은 물론 포용성과 소속감을 진정으로 장려하는 직장이 되기 위해 노력하고 있습니다. 당사는 다양성이 보장되는 환경에서 직원들이 역량을 발휘하고 우리 고객을 위한 더 좋은 제품을 개발할 수 있다고 믿습니다. 따라서 입사에 관심 있는 사람이 있다면 포지션별 주요 업무와 자격을 확인하고 본인이 보유한 기술과 능력에 부합하는 모든 포지션에 적극적으로 지원하기를 장려합니다. 지원자는 채용 과정에서 역할 관련 평가(해당하는 경우) 및/또는 채용 전 스크리닝을 통과해야 합니다.  자세한 정보는 GM 채용 과정 안내를 참고하십시오.

공평한 취업 기회 선언 (미국)

General Motors는 공평한 기회를 제공하는 고용주임을 자부합니다.  자격을 만족하는 지원자는 인종과 피부색, 성별, 성적 지향, 성별 정체성, 국적, 장애, 재향 군인 보호법 적용 여부와 상관없이 채용 후보로서 심사를 받습니다. 

숙소 (미국 및 캐나다)

General Motors는 장애인을 포함한 모든 구직자들에게 취업 기회를 제공합니다. 구직이나 취업 지원에 도움이 되는 합리적인 숙소가 필요한 경우 [email protected]으로 이메일을 보내시거나 800-865-7580으로 전화주십시오. 이메일에, 귀하가 요청하는 특정한 숙소에 대한 설명과 귀하가 지원하는 직무와 채용 요청서 번호를 포함해주세요.