Senior Manager, Compensation

Dedicated team player: You thrive as a right-hand partner, eager to learn, grow, and advance your career while taking ownership of both strategic and hands-on tasks.

Hands-on leader: You're willing to roll up your sleeves and deep dive into work while leading and mentoring a small team of junior analysts.

Structured problem solver: You excel at bringing clarity, organization, and structure to ambiguous situations, providing stability and driving operational improvements in a dynamic environment.

8 - 12 years of relevant experience in global compensation, including developing, recommending, implementing, and administering compensation programs, with people leadership experience preferred

Strategic thinker capable of balancing operational details with high-level organizational goals and priorities

Exceptional project management skills with the ability to juggle multiple tasks and processes while maintaining excellent follow-through

Compensation Strategy & Analysis: Ensure our total compensation offerings – including base pay, bonuses, and equity – are competitive in the market, aligned with organizational goals, and designed to attract and retain talent. Maintain a pulse on market trends and industry best practices. Partner closely with Finance to support compensation budget tracking, reporting, and forecasting activities, ensuring accuracy and alignment with approved plans.

Process Optimization and Technology Enablement: Lead efforts to streamline and enhance compensation operations, leveraging technology to improve global salary structures, compensation cycles, and other processes that scale with the business.  Drive clear operational ways of working, strong documentation, and repeatable processes that ensure consistent day-to-day execution.

Compliance & Pay Equity: Lead initiatives to ensure our compensation programs align with global compliance requirements, prioritize pay equity, and adhere to emerging regulations, such as EU Pay Transparency directives and fair pay practices.

Compensation Cycles: Partner with key stakeholders to manage and improve our recurring compensation cycles, including merit reviews, promotions, and bonus allocations.  Own the end-to-end execution of these cycles, including data readiness, submissions, approvals, audits, issue resolution, and final system loads. Focus on enhancing end-user experience and operational efficiency.

Leadership Development & Communication: Empower managers and leaders to have meaningful conversations about compensation with their teams by delivering training, tools, and resources. Provide clarity on MongoDB’s pay philosophy and principles to drive transparency and trust. Partner closely with HR Shared Services to ensure effective delivery of compensation support, strong service levels, and continuous process improvement.

MongoDB is built for change, empowering our customers and our people to innovate at the speed of the market. We have redefined the database for the AI era, enabling innovators to create, transform, and disrupt industries with software. MongoDB’s unified database platform—the most widely available, globally distributed database on the market—helps organizations modernize legacy workloads, embrace innovation, and unleash AI. Our cloud-native platform, MongoDB Atlas, is the only globally distributed, multi-cloud database and is available across AWS, Google Cloud, and Microsoft Azure.

With offices worldwide and nearly 60,000 customers—including 75% of the Fortune 100 and AI-native startups—relying on MongoDB for their most important applications, we’re powering the next era of software.

Our compass at MongoDB is our

Leadership Commitment,

guiding how and why we make decisions, show up for each other, and win. It’s what makes us MongoDB.

To drive the personal growth and business impact of our employees, we’re committed to developing a supportive and enriching culture for everyone.