[Hiring] Senior Compensation Manager @Porch Group

Role Description

The future is bright for the Porch Group, and we'd love for you to be a part of it as our Senior Compensation Manager. As part of the global Total Rewards Team, the Senior Compensation Manager is a key individual contributor responsible for designing, implementing, and managing compensation programs and policies that support business objectives and attract, retain, and motivate top talent. This role serves as a trusted advisor to the HRBP team, Talent Acquisition, and business leaders on all things compensation — from executive pay and proxy reporting to broad-based program administration and annual review cycles. You will own meaningful, complex projects end-to-end and bring both analytical rigor and strategic thinking to a small, high-performing team that is still building and evolving its programs. If you thrive in a hands-on environment where your work directly shapes how a Nasdaq-listed company pays and rewards its people, this role is for you.

What You Will Do As A Senior Compensation Manager

• Independently lead the design, execution, and governance of core compensation programs including base salary structures, annual incentive plans, and long-term equity-based compensation, ensuring alignment with business strategy, pay-for-performance principles, and shareholder interests.
• Serve as a key contributor to Compensation Committee support, including preparation of materials, analyses, and executive summaries related to executive and broad-based compensation programs.
• Support proxy statement (CD&A) development, including drafting inputs, quantitative disclosures, and pay-for-performance analyses in partnership with Legal, Finance, and external advisors.
• Own and maintain job architecture and leveling frameworks consistent with Radford methodology; create and update job profiles in Workday.
• Lead Porch's annual compensation survey submissions and own relationships with survey providers; serve as primary SME for the survey aggregator Payfactors.
• Analyze survey data to understand market trends and maintain and recommend updates to salary structures, pay policies, and practices.
• Lead annual and mid-year compensation review cycles (merit, bonus, incentive, and equity), ensuring disciplined execution, adherence to internal controls, and alignment with approved budgets.
• Act as a senior compensation advisor to HR Business Partners and business leaders on matters related to hiring, promotions, retention actions, organizational design, and workforce planning.
• Partner closely with Finance to manage compensation budgets and forecasts; own the quarterly compensation accrual process in support of accounting quarter-end activities.
• Consult on sales compensation, short-term and long-term incentive plans; support annual incentive plan refresh, plan documentation, and goal setting.
• Ensure compensation programs comply with all applicable federal, state, and local regulations including equal pay, wage and hour, pay transparency, and public-company disclosure requirements.
• Influence cross-functional stakeholders to drive compensation initiatives, policy enhancements, and process improvements through expertise and data-driven recommendations.
• Provide functional leadership and mentorship to team members; contribute to developing a positive team culture.

Qualifications

• 8+ years of progressive experience in compensation, total rewards, or a closely related HR function.
• Bachelor's degree in Human Resources, Business Administration, Finance, Economics, or a related field; or equivalent combination of education and experience.
• Demonstrated hands-on expertise in executive compensation, including direct experience supporting Compensation Committee materials and proxy statement (CD&A) development.
• Experience in a public-company environment with familiarity with compensation governance, SEC/SOX requirements, and public disclosure standards.
• Advanced ability in conducting market pricing, salary benchmarking, and job evaluation/leveling; experience with Radford/Aon and/or Mercer survey platforms strongly preferred.
• Expert proficiency in Excel including pivot tables, VLOOKUP, and advanced data analysis; strong analytical and quantitative skills with large data sets.
• Experience leading or meaningfully contributing to annual compensation review cycles (merit, bonus, equity).
• Ability to own projects independently from inception through execution.
• Strong communication skills with demonstrated ability to present compensation concepts clearly to senior leaders and board-level audiences; collaborative, team-oriented style required.
• Proficiency with Workday compensation module preferred; experience building or iterating on Workday comp setup is a plus.
• Consulting firm background (Aon, Radford, Mercer, WTW, or similar) followed by sustained in-house experience is an ideal profile.
• Knowledge of U.S. compensation-related laws and regulations including FLSA, equal pay, pay transparency, and pay equity; non-US compensation awareness a plus.
• CCP certification or active progress toward certification preferred.
• Master's degree in HR, Finance, or a related field a plus.

Requirements

• This position's application window is anticipated to close in 2 weeks (10 business days) from 5/20/2026.
• At this time, Porch Group does not consider applicants from the following states or jurisdictions for Remote positions: Alaska, Delaware, Hawaii, Mississippi, Nebraska, Montana, New Hampshire, West Virginia, or the District of Columbia.

Benefits

• Pay Range*: $138,800 – $180,000 annually.
• Eligibility for long-term incentive awards, subject to program guidelines and approvals.
• Eligibility for an annual bonus based on individual and company performance, subject to program guidelines and approvals.
• Comprehensive coverage for health, life, and financial wellbeing.
• Three (3) Medical plan options, two (2) Dental plan options, and a Vision plan.
• Voluntary Critical Illness, Hospital Indemnity, and Accident plans.
• Pre-tax savings options including a partially employer funded Health Savings Account and employee Flexible Savings Accounts.
• Company paid Basic Life and AD&D, Short and Long-Term Disability benefits; Voluntary Life and AD&D plans available.
• Traditional and Roth 401(k) plans available with a discretionary employer match.
• Supportlinc provides employees and their families access to on-demand guided meditation and mindfulness exercises, mental health coaching, and clinical care.
• LifeBalance offers year-round discounts on gym memberships, travel, appliances, movies, pet insurance, and more.
• Wellness programs include flexible paid vacation, company-paid holidays, paid sick time, paid parental leave, identity theft program, travel assistance, and fitness discounts.