Senior Manager, Global Compensation

A career that’s the whole package!

At Conga, we’ve built a community where our colleagues can thrive. Here you’ll find opportunities to innovate and support growth through individual and team development, all within an environment where every voice is heard.

Conga lines up commercial operations so companies run as connected, smarter businesses. By unifying the people and processes that drive commerce, Conga aligns pricing, quoting, contracting, rebates, and communications so teams stay in sync and buyers keep moving forward. The result is trusted decisions, consistent buyer experiences, and profitable growth. More than 10,000 customers worldwide, including over 50% of the Fortune 100®, trust Conga when commercial complexity is high and global impact is on the line.

Job Title: Senior Manager, Global Compensation
Location: Houston, TX
Reports to: VP, Total Rewards

A quick snapshot…

As the Senior Manager, Global Compensation at Conga, you will lead the global compensation function, overseeing the strategy, design, implementation, and ongoing evolution of compensation programs across Conga's global workforce.

This is a high-impact people leadership and functional leadership role. You will lead and develop a team of two compensation analysts while setting priorities, establishing operating rhythms, and ensuring the team delivers accurate, scalable, and business-focused compensation solutions.

Sitting at the intersection of compensation strategy, financial rigor, and people impact, you will help shape how Conga approaches pay globally. You will translate market intelligence, business strategy, financial considerations, and workforce needs into competitive, equitable, and scalable compensation programs that enable Conga to attract, motivate, and retain top talent.

This role goes well beyond compensation administration. You will set direction, establish governance, and lead the execution of major global compensation initiatives, while building the capabilities, processes, and infrastructure needed to support Conga's continued growth.

You will serve as a trusted advisor and compensation subject matter expert to senior leaders, partnering closely with Finance, People Partners, HR Operations, HRIS, Talent Acquisition, Payroll, IT, and business leadership. You will bring strong leadership judgment, deep compensation expertise, and the ability to move comfortably between strategy and execution in Conga's fast-paced environment.

Why it's a big deal…

Conga is executing an ambitious company strategy: creating enterprise value by driving double-digit growth with scale. That means unlocking install base value, growing market share through new logos, and achieving recognized product leadership across every category. None of that happens without competitive, equitable, and sustainable compensation programs that motivate our global workforce and align talent investments with business performance.

The People Team's FY27 strategy is built on three pillars: Simplify, Communicate, and Deliver, and this role is foundational to all three.

You will lead efforts to reduce program complexity and create greater clarity, consistency, and speed in compensation design (Simplify); provide leaders with rigorous analysis, insights, and recommendations that enable better business and investment decisions (Communicate); and lead the team responsible for delivering critical compensation programs, including Annual Compensation Planning, accurately and on time (Deliver).

This year, you will play a direct leadership role in…

• Leading the transformation of Conga's global salary structure by establishing the strategy and framework for redesigned global pay bands that improve market alignment, simplify decision-making, and enable greater consistency and speed across the organization.
• Leading the implementation of Conga's new compensation technology platform, establishing the implementation roadmap and partnering with vendors, People Partners, Talent Acquisition, HRIS, and other stakeholders to ensure successful configuration, testing, adoption, and global deployment.
• Leading Annual Compensation Planning (ACP) by establishing the strategy, governance, timelines, and operating model for the year-end merit, bonus, promotion, and adjustment cycle, while ensuring the compensation team delivers an accurate and seamless global process.
• Overseeing compensation budgeting and financial modeling by directing complex scenario analyses and translating the results into clear recommendations for Finance, People leadership, and executive stakeholders.
• Leading Conga's Pay-for-Performance corporate bonus process by establishing the methodology and governance around Individual Performance Factors (IPFs), ensuring performance distributions and payout recommendations align with Conga's pay-for-performance philosophy and organizational performance.
• Providing leadership and governance for Long-Term Incentive Plan (LTIP) administration, ensuring strong controls, accurate execution, and the preparation of clear and decision-ready materials for quarterly Board review.
• Setting Conga's compensation benchmarking strategy, overseeing survey participation and vendor relationships, and ensuring market intelligence is translated into actionable recommendations for compensation programs and talent decisions.
• Serving as a strategic compensation partner on high-priority People Team initiatives, including performance management redesign, new-hire offer strategy, compensation communications, organizational changes, and other programs that influence employee experience and business performance.
• Building and developing a high-performing compensation team, providing coaching, setting priorities, creating development opportunities, and strengthening the team's analytical, consulting, and compensation capabilities.
• Advancing AI-enabled compensation practices by identifying where tools including Claude can improve team productivity, analytical capabilities, communications, market research, and compensation program design while maintaining appropriate quality controls and human judgment.

Are you the person we're looking for?

Compensation leadership experience. You bring 7+ years of progressive compensation experience, preferably within SaaS or other complex global organizations, with deep knowledge of global market practices, pay program design, and compensation operations. You have led significant compensation programs such as annual merit and bonus cycles, global salary structure design, LTIP administration, benchmarking, and compensation technology implementations. Experience supporting benefits administration in the U.S. and Canada is a plus.

People leadership. You have a proven track record of leading, coaching, and developing compensation professionals. You know how to set clear priorities, delegate effectively, create accountability, and develop a team's capabilities while staying close enough to the work to provide guidance on complex or high-risk decisions.

Strategic leadership. You can connect compensation strategy to broader business and talent priorities. You anticipate where the organization is heading and ensure compensation programs, infrastructure, and team capabilities evolve accordingly. You bring forward recommendations, influence decisions, and balance business priorities, financial discipline, market competitiveness, and employee experience.

Executive partnership and influence. You are comfortable advising senior leaders and translating complex compensation issues into clear business choices. You can constructively challenge assumptions, present data-backed recommendations, and build alignment across People, Finance, and business leadership.

Financial and analytical acumen. You understand the financial implications behind compensation decisions. You have overseen or developed sophisticated budget and scenario models and can translate complex analysis into recommendations that enable executive-level decisions.

Program and change leadership. You bring structure to complexity. You establish clear ownership, governance, milestones, and decision points across large, cross-functional initiatives. You have led implementations and program redesigns end-to-end and understand how to move an organization successfully from strategy through execution and adoption.

Operational excellence and governance. You establish processes, controls, and review mechanisms that enable the team to deliver consistently accurate work at scale. When issues occur, you lead with accountability, transparency, and urgency, addressing the immediate issue while strengthening processes to prevent recurrence.

Analytical thinker and creative problem solver. You see issues holistically, challenge assumptions, follow data to root causes, and identify patterns others may miss. More importantly, you translate those insights into practical recommendations and decisions that resonate with People, Finance, and business leaders.

Here's what will give you an edge…

Enterprise mindset. You think beyond individual compensation transactions or programs and consider how decisions affect Conga globally. You look for opportunities to create consistency, scalability, and stronger governance while maintaining appropriate flexibility for different markets and business needs.

Initiative. You don't wait to be told what needs to happen. You proactively identify gaps, risks, and opportunities and bring forward thoughtful recommendations and solutions.

Resourceful and collaborative. At Conga, we achieve together. You build strong partnerships, bring the right stakeholders into decisions, and use your internal and external network to solve problems and raise the capabilities of the broader team.

Clear, deliberate, and influential communicator. You don't just participate in conversations, you help shape them. You communicate clearly and concisely, create alignment where there is ambiguity, and translate complex compensation concepts into business language that resonates from analysts to executives.

Leadership presence. You bring confidence and credibility to compensation discussions while remaining collaborative and approachable. You are comfortable making recommendations, navigating differing perspectives, and helping leaders make difficult pay decisions.

Passion. We know it when we see it. Passion is reflected in what you've accomplished, how you develop your team, how you approach difficult problems, and the ideas you bring forward to make the organization better.

AI-first mindset. You embrace AI as a force multiplier not only for your own work, but for your team's effectiveness. At Conga, we use Claude to move faster and think smarter. You will lead by example, finding responsible ways to incorporate AI into compensation analysis, modeling, communications, benchmarking, and program management while ensuring appropriate human judgment and quality control.

Tools and Education. You've had the opportunity to work with Workday Advanced Compensation, analytics tools such as Power BI, compensation benchmarking platforms such as Radford/Aon, WTW, or similar providers, and project management tools. Successful completion of a bachelor's degree in Human Resources, Finance, Business Administration, or a related field is highly preferred. CCP (Certified Compensation Professional) designation is a plus.

What we value…

• Leadership & Talent Development: Building capable teams, setting clear expectations, coaching effectively, and creating accountability for results.
• Curiosity & Continuous Learning: Staying ahead of evolving compensation trends, workforce dynamics, regulatory considerations, technology, and global market practices.
• Strategic Business Partnership: Building trusted relationships and translating compensation expertise into solutions that support organizational performance.
• Accountability: Owning outcomes, establishing clear expectations, and ensuring the team executes with excellence.
• Collaboration & Influence: Creating alignment across functions and influencing decisions through credibility, data, and strong business judgment.
• Bias for Action: Making thoughtful decisions with appropriate speed and moving teams from discussion to execution.
• Innovation: Embracing technology, analytics, automation, and AI to transform how compensation work gets done.
• Excellence in Craft: Treating compensation as a strategic business lever that shapes organizational performance, talent outcomes, and employee experience.

In the spirit of the Conga Edge, we strive to design easy-to-understand compensation programs that are fair and free from any type of discrimination.  In keeping with this approach, we are committed to delivering competitive compensation and benefits packages to our employees worldwide and communicating transparently about the structure of our compensation programs.

Listed below is the U.S. base salary range for this full-time position. Within the range, individual pay is determined by job-related skills, experience, and relevant education, or training. In addition to base salary, employees receive a variable incentive pay component, perks such as flexible work options, and a full range of benefits including medical and dental insurance. 

The posted salary ranges are for the expectations outlined in the job description.  We are often open to a wide variety of profiles and sometimes have flexibility within our organizational structure to adjust the role responsibilities up or down should we select a candidate that is less or more experienced than the posted job requirements.  In these occasional cases, we will communicate the revised salary range to the candidate during the selection process.

U.S base salary range:

$145,230—$232,370 USD

Did we pique your interest?

If this sounds like the kind of job you would love in the kind of environment where you would thrive, please click apply. We'd love to hear from you! 

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Don’t meet every requirement for the role?  

Studies have shown that women and members of ethnic minorities are less likely to apply to jobs unless they meet every single qualification. At Conga we are dedicated to building a diverse, inclusive, and authentic workplace, so if you’re excited about this role but your experience doesn’t align perfectly with every qualification in the job description, we encourage you to apply anyway. You just might be the right candidate for this or other roles.  

Additional Information

Conga is proud to be an Equal Opportunity Employer and provides equal employment opportunities to all employees and applicants regardless of race, color, religion, gender, gender identity, age, national origin, disability, parental or pregnancy status, marriage and civil partnership, sexual orientation, veteran status, or any other characteristic protected by law. We understand interviewing can be stressful for those with disabilities. If reasonable accommodation is needed to allow you to show us your best self, please let your recruiter know as soon as possible. All your information will be kept confidential according to EEO guidelines. Conga is not open to third party solicitation or resumes for our posted FTE positions. Resumes received from third party agencies that are unsolicited will be considered complimentary.

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