Job Description
What’s in it for you?
Ready to make a serious impact? Millions of people already rely on Calendly, and we’re still in the midst of exciting product growth — it’s a fantastic time to join us. Everything you’ll work on here will accelerate your career to the next level. If you want to learn, grow, and do the best work of your life alongside the best people you’ve ever worked with, then we hope you’ll consider allowing Calendly to be a part of your professional journey.
About the team & opportunity
What’s so great about working on Calendly’s People team?
We are the foundation that aims to set up our people for success to do the best work of their life at Calendly.
Why do we need you? Well, we are looking for a Senior Compensation Manager who brings a strong background in compensation program management, project management, and data analysis. You will report to the Senior Manager of Total Rewards & People Operations as a senior individual contributor on the team and subject matter expert. You will be responsible for compensation benchmarking, leading compensation cycles, and keeping Calendly in compliance with compensation-related legislation.
A day in the life of a Senior Compensation Manager at Calendly
On a typical day, you will be working on:
- Manage Calendly’s bi-annual compensation cycles, including our Mid-Year Merit cycle, bi-annual Promotion cycle, our Top Performer Bonus cycles, and equity top ups — ensuring data integrity, stakeholder alignment, and on-time delivery.
- Serve as the trusted compensation advisor for offer decisions, promotions, retention scenarios, and off-cycle adjustments — balancing market competitiveness with internal pay equity.
- Partner with People Business Partners and managers to build compensation literacy across the organization, equipping them to have clear, confident pay conversations with their teams.
- Maintain and optimize Calendly’s salary band and job leveling framework, ensuring our structure is clear, consistent, and competitive as the company grows.
- Guide People Business Partners and the Talent Acquisition team with job leveling, job family placement, and classification.
- Proactively monitor and respond to compensation legislation changes, translating regulatory updates into policy action and stakeholder communications.
- Own Workday compensation data, including building job profiles, grade profiles, and assist our Business Systems team with building compensation cycles.
- Partner with Total Rewards leadership and Finance to develop clear, executive-ready Compensation Committee materials — synthesizing compensation data, program updates or proposals, and market benchmarking into compelling narratives that support informed board-level decision-making.
- Lead Calendly’s participation in benchmark surveys, analyze market data, and surface competitive insights that inform compensation strategy and leadership decision-making.
- Lead and contribute to ad hoc compensation projects and special initiatives — translating ambiguous business needs into structured, data-driven recommendations.
What do we need from you?
- 8+ years of experience in compensation management, ideally within high-growth SaaS or tech companies
- Strong project management and organizational skills
- Advanced knowledge in Google Sheets/Microsoft Excel, including pivot tables, V-lookups, IF/THEN, and advanced formulas
- Experience managing third-party compensation vendors like Radford
- Experience in Workday, including Core and Advanced Compensation
- Deep knowledge and experience of compensation legislation, including FLSA, federal/state exemption thresholds, and Fair Pay regulations.
- Excellent communication skills, including written and verbal
- Authorized to work lawfully in the United States of America as Calendly does not engage in immigration sponsorship at this time
Tier 1 Salary Hiring Range
$171,636—$201,925 USD
Tier 2 Salary Hiring Range
$157,333—$185,098 USD
Tier 3 Salary Hiring Range
$143,030—$168,271 USD
The ranges listed above are the expected annual base salary for this role, subject to change.
Calendly takes a number of factors into consideration when determining an employee’s starting salary, including relevant experience, relevant skills sets, interview performance, location/metropolitan area, and internal pay equity.
Base salary is just one component of Calendly’s total rewards package. All full-time (30 hours/week) employees are also eligible for our Top Performer Bonus program (or Sales incentive), equity awards, and competitive benefits.
Calendly uses the zip code of an employee’s remote work location, or the onsite building location if hybrid, to determine which metropolitan pay range we use. Current geographic zones are as follows:
- Tier 1: San Francisco, CA, San Jose, CA, New York City, NY
- Tier 2: Chicago, IL, Austin, TX, Denver, CO, Boston, MA, Washington D.C., Philadelphia, PA, Portland, OR, Seattle, WA, Miami, FL, and all other cities in CA.
- Tier 3: All other locations not in Tier 1 or Tier 2
If you are an individual with a disability and would like to request a reasonable accommodation as part of the application or recruiting process, please let your Recruiter know when first connecting with them. Calendly is registered as an employer in many, but not all, states. If you are located in Alaska, Delaware, Hawaii, Idaho, Iowa, Montana, Nebraska, North Dakota, Rhode Island, South Dakota, and West Virginia, you will not be eligible for employment. Note that all individual roles will specify location eligibility.
All candidates can find our Candidate Privacy Statement here
Candidates residing in California may visit our Notice at Collection for California Candidates here: Notice at Collection
This role may require occasional travel for company events, team collaboration, or offsites.
