WHAT YOU’LL DO
The Sr. Manager, Compensation is the hands-on execution engine of Viant’s Compensation function. This role owns compensation cycles, benchmarking, internal equity analysis, census accuracy, and compensation data integrity across all systems. They partner closely with the Sr. Director of Compensation, Talent Acquisition, HR Operations, and Finance to ensure clean data, disciplined pay practices, and reliable headcount and compensation forecasting.
This role delivers the analytical horsepower and operational precision behind Viant’s compensation strategy.
THE DAY-TO-DAY
- Run annual merit, bonus, and equity cycles end-to-end, including data prep, audits, templates, modeling, and manager support.
- Build, maintain, and reconcile compensation files used for comp cycles and executive reviews.
- Conduct market pricing, maintain job architecture and salary bands, evaluate new job requests, and ensure consistent leveling and pricing across functions and locations.
- Own day-to-day accuracy of the compensation census—job codes, bands, geography, cost centers—and partner with HRIS on audits, validations, and corrections.
- Maintain rolling headcount and compensation forecasts; model the impact of hires, exits, promotions, and adjustments to support annual and ongoing planning.
- Provide cost analyses, scenario modeling, and recommendations during reforecast and planning cycles, streamlining and automating reporting where possible.
- Partner with Talent Acquisition to review offers, ensure internal equity, validate band placement, and support offer guidelines and negotiation guardrails.
- Produce compensation dashboards and analytics (compa-ratios, distribution, equity, compression, geographic differentials, risk areas) and provide ad hoc insights to HR, TA, and Finance.
- Ensure compliance with pay transparency laws, internal equity standards, SOX requirements, and maintain audit-ready documentation for all compensation decisions.
- Collaborate cross-functionally with HR Ops and TA on job changes, data accuracy, workflows, system builds, and compensation inputs for budgeting and forecasting.
GREAT TO HAVE
- 4 to 7+ years experience in Compensation, Total Rewards, or Finance/FP&A with compensation exposure.
- Strong comp analysis, modeling, benchmarking, and data accuracy skills.
- Solid understanding of compensation best practices, job leveling, pay equity, and salary structures.
- Expert in Excel and comfortable manipulating large datasets.
- Experience partnering with HRIS teams; ADP, Charthop and Greenhouse familiarity a plus.
- Ability to manage deadlines, maintain accuracy, and operate with discretion.
- Strong communication skills and ability to explain comp concepts to managers and leaders.
LIFE AT VIANT
Investing in our employee’s professional growth is important to us, but so is investing in their well-being. That’s why Viant was voted one of the best places to work and some of our favorite employee benefits include fully paid health insurance, paid parental leave and unlimited PTO and more.
Base compensation range: $165,000 - $185,000
In accordance with California law, the range provided is Viant’s reasonable estimate of the compensation for this role. Final title and compensation for the position will be based on several factors including work experience and education.
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About Viant
Viant Technology (NASDAQ: DSP) is an exclusively buy-side, AI-powered advertising platform purpose-built for CTV. Viant uniquely combines proprietary content intelligence, household-level identity resolution, and person-level attention signals to connect advertisers with real customers and drive measurable outcomes across the open internet. Through its award-winning AI solutions, Viant is building the future of autonomous advertising, where AI doesn't just assist the campaign, it delivers real results. Learn more at viantinc.com.
Viant is an equal opportunity employer and makes employment decisions on the basis of merit. Viant prohibits unlawful discrimination against employees or applicants based on race (including traits historically associated with race, such as hair texture and protective hairstyles), religion, religious creed, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, reproductive health decision making, gender, gender identity, gender expression, age, military status, veteran status, uniformed service member status, sexual orientation, transgender identity, citizenship status, pregnancy, or any other consideration made unlawful by federal, state, or local laws. Viant also prohibits unlawful discrimination based on the perception that anyone has any of those characteristics, or is associated with a person who has or is perceived as having any of those characteristics.
