Compensation Manager

🕒 June 18

🏢🏡 New York City – Hybrid

💵 $184k - $276k / year

⏰ Full Time

🟡 Mid-level

🟠 Senior

👔 Manager

👻 Ghost score 32%

What it means: how likely this posting is sitting open without active hiring.How to read it: 60% or higher means we think this is a ghost. Lower scores are less of a worry.How we score it: age, reposts, open roles vs team size, how fast jobs close, and whether pay is listed.Fine print: an estimate from public data, not a judgment of the company. Real jobs can score high, so treat it as a hint, not a fact.

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FluidStack

WebsiteLinkedInAll Job Openings

11 - 50 employees

🤖 Artificial Intelligence

Artificial Intelligence • Cloud Computing

FluidStack is a company that provides GPU supercomputing infrastructure for AI labs. It offers on-demand access to thousands of Nvidia GPUs, enabling large-scale AI training and inference. The company specializes in deploying and managing large GPU clusters with support for technologies like Kubernetes and Slurm, ensuring high availability and excellent support. FluidStack provides a fully managed cloud infrastructure, helping AI companies to focus on developing models without worrying about the underlying hardware. They emphasize performance and cost-efficiency, offering services that scale to thousands of GPUs with high uptime and rapid response times.

📋 Description

• Partner strategically with the business: Work directly with leadership and department heads as a trusted compensation advisor — understanding their goals, challenging assumptions, and bringing market data and competitive intelligence that sharpen their thinking on pay strategy. • Drive compensation planning: Own annual and off-cycle comp planning processes end-to-end, ensuring alignment between business strategy, talent priorities, and budget — and stay hands-on through execution. • Build tools that serve the business: Design and maintain compensation tools, models, and resources that support cross-functional needs — from offer decisioning and leveling guidance to performance cycle support — making it easier for People, Finance, and leadership to act with confidence. • Own market research and intelligence: Conduct rigorous, ongoing competitive benchmarking and market analyses using tools like Radford, Mercer, or Levels.fyi. Translate research into practical, actionable guidance — not just data for the sake of data. • Build and refine compensation programs: Leverage department-level expertise to design, benchmark, and continuously improve compensation and incentive structures that are competitive against top AI, infrastructure, and tech companies. • Support performance cycles: Partner with People and leadership to ensure compensation inputs into performance and review cycles are accurate, consistent, and aligned to strategy. • Operate as a data-driven function: Build and maintain compensation models, reporting cadences, and dashboards that surface the right insights — pay equity, offer competitiveness, retention risk — and drive smarter decisions.

🎯 Requirements

• 4+ years of experience in compensation or a related HR function, with demonstrated ownership of comp planning cycles and program design. • Proven ability to drive compensation planning transitions in alignment with business and talent strategy — be ready to talk specifics. • Experience partnering with cross-functional stakeholders to build and refine compensation programs, with deep knowledge of at least one competitive talent market (tech, AI, infrastructure, or similar). • Strong analytical skills — you build and maintain complex compensation models and can translate outputs into clear recommendations for senior leaders. • Track record of leveraging market data (Radford, Mercer, Levels.fyi, or similar) to benchmark and calibrate pay structures.

🏖️ Benefits

• Competitive total compensation package (salary + equity). • Retirement or pension plan, in line with local norms. • Health, dental, and vision insurance. • Generous PTO policy, in line with local norms.