Senior Manager, Compensation & Equity
Confirmed live in the last 24 hours
WW
Compensation
$150,000 - $170,000/year
Job Description
WeightWatchers is a global digital health company.
WeightWatchers is a global digital health company and the world’s #1 doctor-recommended, clinically studied behavioral weight health program. For sixty years, we have led the industry by blending science and community to help millions of people build sustainable healthy habits.
As the science of weight health rapidly evolves, so does WeightWatchers. We are redefining the category by developing new clinical pathways for GLP-1 medication access, creating specialized behavioral programs for members on weight-loss medications, and integrating medical care with our proven habit-change framework. By combining these clinical breakthroughs with our digital-first community, we are uniquely positioned to lead the future of weight health care.
Who We Are
At WeightWatchers, the People Team is the heart of our company culture, fostering a vibrant and supportive environment where employees, like our members, can embark on their own journeys of growth and success ultimately empowering them to make a positive impact on our members' well-being.
What you will do
The Senior Manager, Compensation & Equity is the technical architect of our global rewards infrastructure. This position requires an expert level understanding of Workday Advanced Compensation, equity lifecycle management, and SEC reporting requirements within a public company environment.
Reporting to the Director of Total Rewards, you will serve as the functional architect for our compensation data, ensuring all programs are competitive, transparent, and strictly aligned with corporate governance standards. While the Director sets the overarching strategy, this role is responsible for designing the actionable programs, models, and system configurations that bring that strategy to life.
- Strategic Partnership & Proxy Disclosure
- Annual Proxy Support: Partner closely with HR Leadership and Legal counsel to draft and review compensation-related sections of the annual proxy statement.
- Total Rewards Philosophy: Work with the Director of Total Rewards to translate the company’s compensation philosophy into actionable programs that align with the company’s interests and regulatory requirements.
- Global Equity Administration
- LTI Lifecycle Management: Oversee the administration of Long-Term Incentive (LTI) programs, including RSUs, PSUs, and Cash Awards.
- Grant & Vesting Oversight: Manage the grant process, ensuring all awards are accurately reflected in the system of record and tracking complex vesting schedules across global jurisdictions.
- Brokerage Coordination: Serve as the primary point of contact for external equity platform providers and brokerage partners to ensure seamless settlement and exercise processes.
- Technical Workday & G Suite Management
- Workday Advanced Comp SME: Serve as the functional Subject Matter Expert for the Workday Advanced Compensation module, configuring compensation grids, eligibility rules, and automated business processes.
- Data Integrity & EIBs: Lead the data administration, including the creation, auditing, and upload of Enterprise Interface Builders (EIBs) for mass compensation changes and equity grants.
- Resource Development: Build a self-service library of FAQs, video snippets, and "How To" guides using G Suite (Google Drive, Sites, and Sheets) for the internal knowledge base.
- Compensation Cycle & Market Leadership
- Cycle Management: Lead the project management of the annual merit, focal, and bonus cycles, ensuring all stakeholders meet deadlines and spend remains within budget.
- Market Benchmarking: Own participation in global salary surveys (e.g., Radford, Mercer, Croner) and lead the annual refresh of salary bands and geographic differentials.
- Job Evaluation: Partner with HRBPs to price and level new positions, ensuring alignment with the internal leveling framework and external market data.
- Governance & Compliance
- SOX Adherence & Audit: Ensure strict adherence to all compensation and equity related SOX controls. M
