The Manager, Compensation is responsible for the design, implementation, and administration of global compensation programs that align with business strategy and drive organizational performance. This role partners closely with HR Business Partners and business leaders to provide strategic and operational compensation support, ensuring programs are competitive, equitable, and scalable. The role manages two direct reports and plays a key role in delivering core annual cycles, market analysis, and executive-ready insights.
This role is ideal for a hands-on compensation leader who can operate both strategically and tactically, bringing rigor, insight, and partnership to a critical function within Total Rewards.
Key Responsibilities
- Lead the development and execution of core compensation programs, including:
- Annual merit planning and budget development
- Annual Long-Term Incentive (LTI) budget modeling and allocation
- Short-term incentive (STI) / bonus accrual forecasting and payout execution
- Partner with Finance and HR leadership to align compensation spend with company performance and financial targets
- Support the design and evolution of compensation frameworks, policies, and guidelines
Provide working knowledge and support for sales compensation plans, including plan design, quota setting, and payout validation
Partner with Sales Operations and Finance to ensure alignment and accuracy
Leverage market data sources (e.g., Radford, Mercer, WTW) to benchmark roles and ensure competitive positioning
Conduct complex data analysis to identify trends, risks, and opportunities
Deliver actionable insights and recommendations to senior leadership
Build and maintain compensation models and tools to support decision-making
Support the development and maintenance of job architecture, including job leveling and career frameworks
Ensure internal equity and consistency across roles and geographies
Provide consultative support on compensation-related requests, including:
New hire offers and equity recommendations
Promotions, transfers, and retention cases
Off-cycle adjustments
Partner with HRBPs and leaders to balance market competitiveness with internal equity
Working knowledge of prevailing wage requirements and H-1B regulations
Ensure compliance with applicable laws, regulations, and internal policies
Support audits and documentation requirements
Manage, coach, and develop two direct reports, fostering a high-performance and collaborative team environment
Set clear priorities and ensure delivery against tight deadlines and competing demands
Review and validate team outputs for accuracy, quality, and strategic alignment
Build strong cross-functional relationships with HR, Finance, Legal, and business leaders
Compensation Programs & Strategy
Sales Compensation
Market Data & Analytics
Job Architecture & Leveling
Ad-Hoc Compensation Support
Compliance & Governance
Leadership & Team Management
Qualifications
6–10+ years of progressive compensation experience, including program management
- 2-4+ years of experience being a people manager
Experience leading annual compensation cycles (merit, bonus, equity)
Strong analytical skills with the ability to manage and interpret large datasets
Experience working with market data providers such as Radford, Mercer, and/or WTW
Working knowledge of sales compensation structures
Familiarity with prevailing wage and H-1B requirements
Strong business acumen and ability to influence senior-level stakeholders
Proven ability to manage competing priorities under tight deadlines
High level of discretion and ability to handle confidential information
Detail-oriented with strong organizational skills
Advanced Excel and data modeling skills (experience with SuccessFactor or similar HRIS a plus)
Excellent communication skills, including the ability to translate data into clear, compelling narratives
Experience in a high-growth or fast-paced environment
Exposure to global compensation programs
Experience supporting executive compensation or equity programs
Bachelor’s degree in HR, Finance, Business, or related field (Master’s or CCP certification a plus)
Timely and accurate execution of annual compensation cycles
High-quality insights and recommendations that influence business decisions
Strong stakeholder satisfaction and partnership
Development and retention of a high-performing compensation team
Required Experience
Skills & Competencies
Preferred Qualifications
Success Measures
Skills Required
- 6-10+ years of progressive compensation experience, including program management
- 2-4+ years of experience being a people manager
- Experience leading annual compensation cycles (merit, bonus, equity)
- Strong analytical skills with the ability to manage and interpret large datasets
- Experience working with market data providers such as Radford, Mercer, and/or WTW
- Working knowledge of sales compensation structures
- Familiarity with prevailing wage and H-1B requirements
- Advanced Excel and data modeling skills
Cirrus Logic Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Cirrus Logic and has not been reviewed or approved by Cirrus Logic.
-
Healthcare Strength — Healthcare includes multiple medical, dental and vision options, mental‑health resources, wellness programs, and access to an on‑site clinic in Austin. Feedback suggests these offerings underpin strong total‑rewards sentiment.
-
Parental & Family Support — Programs span paid parental leave, fertility/adoption/surrogacy coverage, backup/dependent‑care supports, and a structured flex return. Feedback suggests family‑building depth is a notable strength of the package.
-
Strong & Reliable Incentives — Compensation design features semiannual performance bonuses, profit‑sharing, and recognition awards that augment base pay. Feedback suggests these incentives help maintain competitive total compensation in key engineering roles.
Cirrus Logic Insights
What We Do
Cirrus Logic is a leading supplier of low-power, high-precision mixed-signal processing solutions for mobile and consumer applications. The company has a robust portfolio of sophisticated low-power products, including boosted amplifiers, smart codecs, camera controllers, haptic driver and sensing solutions, power conversion and control Integrated Circuits, and fast-charging Integrated Circuits. These solutions have innovative technology, software and associated algorithms incorporated. With a strong intellectual property portfolio and extensive mixed-signal expertise, Cirrus Logic is well-positioned to drive innovation and growth in the evolving markets of audio and high-performance mixed-signal processing technologies. We are hiring like crazy! Please visit our careers portal at cirrus.jobs to check out our available openings!
Why Work With Us
Engineering drives our company, and innovation isn’t just encouraged – it’s expected! This is a culture where you get to work with some of the largest, most innovative customers and products on the planet on a daily basis and where everyone is a key contributor to the company’s success. There are no Miltons here!
Gallery
