Compensation Manager

At Evolve, we’re on a mission to make vacation rental easy for everyone. Our high-performing, customer-obsessed team runs on curiosity, communication, and accountability—working together to create exceptional experiences for our owners and guests. Whether solving big challenges, delivering outstanding results, or celebrating wins, we approach every day with purpose and passion. If you’re ready to join a mission-driven company where every teammate has the opportunity to thrive, Evolve might just be the place for you. Why this role Evolve is building a customer-obsessed, high-performing culture, and how we pay people should reinforce it. The Compensation Manager is a hands-on individual contributor who will evaluate our current compensation structure and rebuild it where it falls short. You’ll design a pay-for-performance strategy that draws a clear line from compensation to talent and performance to business goals, and help managers and employees understand it. This is a builder role with end to end compensation program ownership. You’ll work directly with People leadership, Finance and business leaders, and your work will shape how Evolvers are rewarded for the impact they create. If you want to design comp programs that change how a company performs this role is for you. What you’ll do Evaluate and rebuild our compensation structure. Assess Evolve’s current job architecture, pay grades, salary ranges and leveling. Then redesign them for internal equity, market competitiveness and the way we want to grow. Build a pay-for-performance strategy. Design how performance outcomes translate into merit, promotion, bonus and equity decisions. Connect comp to talent and performance. Partner with Talent Management to integrate compensation into our performance framework (EPIC) and calibration, and into how we reward leverage, ownership and AI fluency. Tie programs to business goals. Work with Finance and business leaders so incentive plans (annual bonus and commission) reinforce the outcomes that matter most to our customers and the business. Own the comp cycles. Design and run annual merit, promotion and bonus cycles end to end: budget modeling, guidelines, manager and leadership tools. Build comp literacy across Evolve. Create manager and employee education on how pay works at Evolve: our philosophy, how ranges and levels work, and how performance drives pay. Equip managers to have confident, transparent pay conversations, and make sure employees understand their total compensation. Advise on real-time decisions. Be the go-to expert for People Business Partners, Talent Acquisition and leaders on offers, promotions, transfers and off-cycle adjustments. Keep us compliant. Monitor pay transparency, FLSA and pay equity requirements, and run regular audits. Measure and improve. Use data and market insights to show whether our programs drive the results we want, and bring forward recommendations. Build AI and automation into comp analysis and workflows. What makes you a great fit 5-7 years of compensation experience, including designing, job architecture, salary structures and incentive plans A track record of building or overhauling a pay-for-performance program, and of showing its impact on retention, performance or business results Experience in a high-growth or private-equity-backed company, where you moved fast with imperfect data Strong business acumen: you can talk P&L and growth with Finance and business leaders, and you hold your own with executives A hands-on builder who is as comfortable in the spreadsheet as in the boardroom Strong AI fluency: you use AI and automation to speed up analysis, modeling and build comp workflows and tools. Advanced Excel and Google Sheets skills; HRIS experience (Rippling preferred) Bachelor’s degree in business, finance, HR or a related field, or equivalent experience; CCP a plus Knowledge, skills and abilities Deep expertise in compensation design: job leveling, market pricing, salary structures, merit and promotion budgeting, bonus, commission and equity Working knowledge of federal and state pay transparency laws, FLSA and pay equity analysis Strong analytical and modeling skills, with attention to detail and accuracy at speed Skilled educator and communicator who can make complex comp concepts simple for managers and employees, through training, toolkits and clear guidance Comfortable with ambiguity, managing several projects at once, and building programs from the ground up Builds trust and influence across all levels without formal authority Compensation For this role our salary range is 130,000