Manager, Compensation

WHO WE ARE
We are PEAK6, a leading investment firm, using technology to find a better way of doing things. The company's first tech-based solution was developed in 1997 to optimize options trading, and over the past two decades, the same formula has been used across a range of industries, asset classes, and business stages to consistently deliver superior results. Today, PEAK6 seeks transformational opportunities to provide capital and strategic support to entrepreneurs and forward-thinking businesses. PEAK6's core brands include PEAK6 Capital Management, PEAK6 Strategic Capital, Apex Fintech Solutions, FOCUS, We Insure, Evil Geniuses, Poker Power, Zogo, and Bruce Markets.
ABOUT THIS ROLE
PEAK6 Shared Services is looking for a Compensation Manager who wants to do more than run the numbers. This role is the connective tissue between PEAK6's operating businesses and HR leadership: you'll sit across the table from business leaders as an advisor, not just an analyst who shows up with a spreadsheet after the decision's already been made.You'll lead a small team (currently one analyst), own the day-to-day mechanics of compensation program design and compliance. You'll report to the SVP of Human Resources and will regularly manage up: framing trade-offs clearly, bringing a recommendation (not just data), and building the credibility to be trusted with ambiguous, high-stakes conversations.This is a role for someone who can move fluidly between the technical (job architecture, market pricing, pay equity) and the interpersonal (influencing without authority, presenting to people more senior than you); and who genuinely enjoys both.
This is a hybrid role (3 days in office). We are open to candidates in Chicago, Austin, or New York.
You'll be responsible for:
Compensation Program Design and Administration (35%)

• Design, implement, and manage base pay structures, salary bands, and merit increase programs aligned with organizational strategy and market competitiveness.
• Administer short-term and long-term incentive plans, including annual bonus programs, sales compensation plans, and equity-based awards.
• Conduct regular reviews of compensation programs to ensure internal equity, external competitiveness, and alignment with business goals.
• Partner with HR teams to develop and refine total rewards philosophy, ensuring programs support talent acquisition and retention objectives.
• Manage the annual compensation planning cycle, including merit, bonus, and equity processes, in collaboration with HR Business Partners and Finance.

Market Analysis and Job Evaluation (30%)

• Lead participation in third-party compensation surveys (e.g., Mercer, Willis Towers Watson, Radford) and benchmark roles against relevant markets.
• Conduct job evaluations and maintain job architecture - leveling, titling standards, and FLSA classification - across a diverse set of businesses.
• Build and present market analyses and pay recommendations that support hiring, promotion, and equity decisions with a clear point of view, not just a data dump.
• Track external market trends and legislative change, proactively flagging gaps and recommending enhancements before they become problems.

Compliance, Reporting, and Analytics (25%)

• Ensure compensation programs comply with FLSA, Equal Pay Act, and pay transparency laws across the states in which PEAK6 operates.
• Deliver compensation dashboards and insights that HR leadership and business stakeholders actually use in decision-making.
• Support pay equity analyses and audits, identifying disparities and recommending corrective action.
• Maintain compensation data integrity within the HRIS (Workday) and support related system configuration.

Stakeholder Partnership and Education (10%)

• Serve as a subject matter expert and trusted advisor to HR Business Partners, recruiters, and business leaders on compensation-related matters.
• Develop and deliver training and educational materials to help managers and HR partners understand and apply compensation guidelines and philosophy.
• Support mergers, acquisitions, and organizational restructuring initiatives by conducting compensation due diligence and integration planning.
• Collaborate with Finance on compensation forecasting, budgeting, and cost modeling to support workforce and business planning activities.

YOUR EXPERIENCE

• Bachelor's degree in Human Resources, Business Administration, Finance, or a related field preferred.

• 5 - 7 years of progressive experience in compensation, total rewards, or a related HR function, ideally within a shared services organization.
• 1+ years of people-management experience. This role is as much about developing talent as running programs.
• Track record designing and administering broad-based compensation programs in a mid-to-large, multi-business-line organization.
• Experience with market pricing, job evaluation, and survey sources such as Mercer, Willis Towers Watson, or Radford.

• Advanced proficiency in Microsoft Excel and experience with data modeling, compensation analysis, and the use of HRIS platforms such as Workday
• Strong knowledge of federal and state compensation-related regulations including FLSA, Equal Pay Act, and emerging pay transparency legislation.

OUR REWARDS
We offer a robust package of employee perks and benefits, including healthcare benefits (medical, dental and vision, EAP), competitive PTO, 401k match, parental leave, and HSA contribution match. We also provide our employees with a paid subscription to the Calm app and offer generous external learning and tuition reimbursement benefits. As a hybrid workforce, we offer our employees the ability to work remotely up to two days a week.
Base pay offered may vary depending on job-related knowledge, skills, experience, and office location. This position also may be eligible for a discretionary annual bonus in addition to a range of health & wellness benefits, enhancing your overall compensation package.
Base Salary Range
$122,400-$153,000
PEAK6 is proud to be an equal opportunity employer that does not discriminate on the basis of race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), national origin, age, disability, veteran status, marital status, or any other protected characteristic. Our hiring practices ensure that all qualified applicants receive fair consideration without regard to these characteristics.
PEAK6 is committed to creating an inclusive and accessible workplace for all candidates, including those with disabilities. We are dedicated to ensuring equal employment opportunities and providing reasonable accommodations to qualified individuals with disabilities. If you require reasonable accommodations to participate in the application or interview process, please contact our HR department at [email protected]. We will work with you to provide the necessary accommodations to ensure your full participation in our hiring process.
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