Abnormal AI is on a mission to protect organizations from the most sophisticated cyber threats using AI-native detection. As we scale toward IPO and beyond, we need a Senior Compensation Manager to join our Total Rewards team as a key operational partner. Working in close collaboration with our existing Senior Compensation Partner, you will support business leaders across GTM while contributing to the evolution and day-to-day administration of our broader compensation programs
This is an individual contributor role that operates at the intersection of data, operations, and people. You will own competitive market analysis, salary structures, and compensation review cycles while helping us scale our GTM comp programs thoughtfully. You bring a strong analytical foundation and the communication skills to translate complex comp decisions into clear, trusted guidance for business leaders and people partners alike.
We are an AI-first company, and this role is no exception. We expect you to actively leverage AI tools to work faster and smarter, and to think at a systems level about how compensation as a function can be made more efficient and more defensible. The ideal candidate brings intellectual curiosity, a willingness to experiment, and a first-principles mindset: someone who is always asking how compensation should work at its best, and building toward that vision.
What You Will DoCompensation Program Management
- Design, implement, and administer base pay, short-term incentives, equity grants, and long-term incentive programs
- Conduct market analysis and salary surveys (Radford, Mercer) to ensure pay competitiveness against benchmarks
- Develop and maintain salary structures, job leveling frameworks, and pay guidelines that scale with the business
- Manage compensation review processes including merit increases, promotions, bonus payouts, and equity grants
- Own equity budgeting and tracking for equity programs and contribute to Compensation Committee materials
- Ensure compliance with all applicable compensation laws and regulations, with particular attention to the evolving pay transparency landscape
Data Analysis & Reporting
- Analyze compensation data to surface trends, anomalies, and equity gaps before they become problems
- Build and maintain compensation dashboards and reports for senior leadership
- Deliver data-driven recommendations that ground comp decisions in market reality and internal equity
Consultation & Collaboration
- Partner with People Business Partners, Finance, Talent Acquisition and business leaders across GTM as the primary compensation subject matter expert
- Develop and deliver compensation training and communications for managers and employees
- Collaborate closely with Finance on equity program operations, cadence-setting, and analytical work; partner with Legal on compliance; and coordinate with Sales Compensation / Sales Operations on cross-functional comp initiatives
- Participate in compensation surveys and industry benchmarking initiatives
Project Management
- Lead compensation-related projects including system implementations, program redesigns, and pay equity analyses
- Build project plans, timelines, and stakeholder communication plans with strong follow-through on delivery
- Apply AI tools (e.g., Claude and Pave AI features) to accelerate analysis, training material development, and communications
- 5-7+ years of progressive compensation experience in a global tech company
- Hands-on experience with Radford and/or Mercer salary surveys
- Deep knowledge of compensation principles, program design, and applicable regulations
- Experience leading pay transparency initiatives and pay equity analyses (including statistical methods and tools such as Syndio)
- Demonstrated experience applying AI tools to compensation work - such as building prompts to systematize market pricing, reporting, or analysis
- Have a point of view on where AI can make compensation programs smarter and more efficient.
- Experience with SOX compliance and comp program evolution across pre- to post-IPO stages
- Proven ability to analyze complex data and translate it into clear, actionable recommendations for non-technical audiences
- Strong communication, presentation, and stakeholder management skills
- Proficiency in HRIS systems, with Workday experience required
- Advanced proficiency in Google Sheets / Excel for compensation modeling
- Experience with Pave (strong preference given our current tech stack)
- Experience with Proxy Disclosures and Compensation Committee reporting
- Exposure to supporting sales compensation or partnering closely with Sales Operations
- Experience building or scaling a compensation function in a high-growth environment
- Bachelor's degree in Business, Finance, HR, or related field
- Based on the West Coast
#LI-LG1
Actual compensation will be determined based on several non-discriminatory factors including skills, experience, qualifications, and geographic location.
In addition to base salary, this role may be eligible for bonus or incentive compensation, equity, and a comprehensive benefits package.
Abnormal AI is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, protected veteran status or other characteristics protected by law. For our EEO policy statement please click here. If you would like more information on your EEO rights under the law, please click here.
Skills Required
- 5-7+ years of progressive compensation experience in a global tech company
- Hands-on experience with Radford and/or Mercer salary surveys
- Experience leading pay transparency initiatives and pay equity analyses
- Experience with SOX compliance and compensation program evolution across pre- to post-IPO stages
- Proficiency in HRIS systems, with Workday experience required
- Advanced proficiency in Google Sheets / Excel for compensation modeling
Abnormal Security Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Abnormal Security and has not been reviewed or approved by Abnormal Security.
-
Fair & Transparent Compensation — Pay is considered aggressively benchmarked to leading tech markets with annual reviews, and feedback suggests engineering and sales roles are compensated competitively with strong upside potential.
-
Healthcare Strength — Health coverage is portrayed as robust, including employer-paid premiums for employees in prior postings, One Medical access, and globally designed healthcare and parental leave.
-
Leave & Time Off Breadth — Time off provisions include flexible/unlimited PTO, company holidays, and paid parental leave that the company positions as globally available.
Abnormal Security Insights
What We Do
The Abnormal Security platform protects enterprises from targeted email attacks. Abnormal Behavior Technology (ABX) models the identity of both employees and external senders, profiles relationships and analyzes email content to stop attacks that lead to account takeover, financial damage and organizational mistrust. Though one-click, API-based Office 365 and G Suite integration, Abnormal sets up in minutes and does not disrupt email flow. Abnormal Security was founded in 2018 by CEO Evan Reiser, CTO Sanjay Jeyakumar, Head of Machine Learning Jeshua Bratman, and Founding Engineers Abhijit Bagri and Dmitry Chechik. The team previously built behavioral profiling and machine learning technologies at Twitter, Google and Pinterest that are being applied to solve a problem that costs organizations $1 billion per year, according to the FBI. The Abnormal Security platform stops targeted phishing, business email compromise and account takeover attacks that have never been seen before.
