[Hiring] Compensation Manager @Serve Robotics

Role Description

The Compensation Manager owns Serve’s compensation programs and is the primary advisor on all compensation-related decisions. This role builds and scales compensation frameworks, supports the development of Serve’s compensation philosophy, and ensures pay practices are competitive, equitable, and aligned to business needs.

Qualifications

• 5–8+ years of compensation experience, including program design and execution
• Experience building or evolving compensation structures and frameworks in a public company
• Expert level proficiency with Microsoft Excel, v-look ups, pivot tables, and data modeling
• Strong analytical and problem-solving skills with the ability to interpret and apply data
• Experience partnering with HR, Finance, and business leaders at all levels
• Proven experience scaling in a hyper-growth environment
• People first and action oriented mindset; willing to roll up your sleeves attitude
• Proven leadership presence and interpersonal skills, with the ability to communicate effectively at all levels of the organization
• Strategic thinker with excellent problem-solving abilities

Requirements

• Partner with Total Rewards leadership to define and operationalize Serve’s compensation philosophy
• Design and maintain salary bands, job architecture, and leveling alignment across the organization
• Partner with Leadership and key business stakeholders to support annual compensation processes including merit, promotions, and market adjustments
• Own market benchmarking and provide data-driven recommendations on pay positioning
• Advise HRBPs and business leaders on offers, promotions, and complex compensation scenarios
• Conduct internal equity analyses and recommend actions to address gaps
• Ensure compliance with federal, state, and local pay regulations, including pay transparency
• Establish and maintain governance, processes, and documentation for compensation decisions
• Partner with Human Resources and Rippling to ensure data accuracy and scalable compensation processes
• Develop dashboards and reports on compensation metrics (pay equity & trends)

Benefits

• Limited travel may be required on a quarterly basis