- Location
- Chicago, Illinois, United States · New York, New York, United States
- Workplace
- Hybrid
- Department
- People
- Seniority
- Manager
- Source
- Greenhouse
Description
Who we are
The real world is the next frontier, and at Metropolis, we are creating the artificial intelligence to make it responsive. We are pioneering the Recognition Economy — a future where mundane repetition disappears and being known unlocks access, comfort, and belonging everywhere you go. From transforming parking into a seamless drive-in, drive-out experience for millions of Members to expanding our intelligence layer across retail and hospitality, we are building a world that feels instinctive and magical. The future isn’t coming; it’s here, and we need builders, innovators, and problem solvers to help us create it.
Who you are
Metropolis is seeking a Compensation Manager to serve as a strategic compensation partner supporting both our Operations and Growth organizations. This hybrid role bridges two critical areas: managing high-volume hourly pay structures, location-tiered wage grids, and compliance for frontline teams, while leading the operational governance, policy drafting, and plan administration for sales incentive compensation.
What you'll do
- Act as the primary Compensation partner for Field Ops HRBPs, Talent Acquisition, and operational leadership to evaluate market pay dynamics, high-volume hiring rates, wage grids, and frontline retention levers
- Design, maintain, and audit hourly pay structures and location-tiered wage grids; lead periodic hourly range refreshes, compression analyses, and the annual field review cycle
- Maintain real-time tracking of federal, state, county, and municipal minimum wage shifts and living wage ordinances to ensure 100% compliance across all operating jurisdictions
- Draft and maintain formal Sales Incentive Plan documents, SPIFF templates, terms & conditions, and governance policies in partnership with RevOps and Finance, serving as the final escalation authority for rep crediting disputes and policy exceptions
- Lead the annual rollout of sales compensation plans, rep plan acknowledgments, quota attainment auditing, and sales manager education on plan mechanics
- Track quota attainment distributions, pay-for-performance correlation, and payout ROI alongside RevOps data feeds to deliver performance insights to executive leadership
- Design and execute ad hoc compensation analyses, pay equity reviews, and executive reporting directly from core HRIS/SPM databases
- Partner with HR Operations to structure, configure, and maintain compensation data and structures within the HCM platform and in external databases (Excel, Google Sheets) as needed
- Provide operational backup for equity administration (grant processing, vesting tracking) during peak cycles in collaboration with the Corporate & Equity Compensation Manager
What we're looking for
- 7+ years of progressive compensation experience, including hands-on experience designing, maintaining, and administering sales compensation plans
- Strong expertise in sales compensation mechanics (pay mix, quotas, accelerators, draw structures, crediting rules) and legal plan documentation
- Demonstrated experience managing high-volume, non-exempt populations and multi-state/multi-jurisdictional minimum wage compliance and zone-based wage grids
- Advanced data modeling skills in Excel/Google Sheets (nested formulas, pivot tables, scenario modeling) and direct reporting experience from HRIS/SPM systems
- Experience with Workday compensation module configuration and data maintenance
- Experience leveraging AI tools to transform static workflows into responsive, high-output processes
While not required, these are a plus:
- Experience supporting unionized populations or collective bargaining agreements
- Hands-on experience with Sales Performance Management (SPM) software (e.g., Salesforce, CaptivateIQ, Xactly, Varicent, Anaplan)
- Certified Compensation Professional (CCP) or Certified Sales Compensation Professional (CSCP) designation
4 Days in Office: Metropolis values in-person collaboration to drive innovation, strengthen culture, and enhance the Member experience. Our corporate team members hold to our office-first model, which requires employees to be on-site at least four days a week, fostering organic interactions that spark creativity and connection
When you join Metropolis, you'll join a team of world-class product leaders and engineers, building an ecosystem of technologies at the intersection of parking, mobility, and real estate. Our goal is to build an inclusive culture where everyone has a voice and the best idea wins. You will play a key role in building and maintaining this culture as our organization grows. The anticipated base salary for this position is $125,000.00 USD to $140,000.00 USD annually. The actual base salary offered is determined by a number of variables, including, as appropriate, the applicant's qualifications for the position, years of relevant experience, distinctive skills, level of education attained, certifications or other professional licenses held, and the location of residence and/or place of employment. Base salary is one component of Metropolis' total compensation package, which may also include access to or eligibility for healthcare benefits, a 401(k) plan, short-term and long-term disability coverage, basic life insurance, a lucrative stock option plan, bonus plans, and more. #LI-NP1 #LI-Onsite
Metropolis may utilize an automated employment decision tool (AEDT) to assess or evaluate your candidacy for employment or promotion. AEDTs are used to assist in assessing a candidate’s application relative to the required job qualifications and responsibilities listed in the job posting.
As part of this process, Metropolis retains data relevant to your candidacy, including personal information, for a period that is reasonably necessary for the use of the tool. If you are hired for the position, your data may become part of your employee records.
Metropolis Technologies is an equal opportunity employer. We make all hiring decisions based on merit, qualifications, and business needs, without regard to race, color, religion, sex (including gender identity, sexual orientation, or pregnancy), national origin, disability, veteran status, or any other protected characteristic under federal, state, or local law.
