Senior Manager, Compensation

Machinify is a leading healthcare intelligence company with expertise across the payment continuum, delivering unmatched value, transparency, and efficiency to health plan clients across the country. Deployed by over 85 health plans, including many of the top 20, and representing more than 270 million lives, Machinify brings together a fully configurable and content-rich, AI-powered platform along with best-in-class expertise. We’re constantly reimagining what’s possible in our industry, creating disruptively simple, powerfully clear ways to maximize financial outcomes and drive down healthcare costs. The Senior Manager, Compensation serves as a strategic, consultative partner to HR leaders and senior business leaders, delivering compensation solutions that drive performance, enable growth, and support organizational transformation. This role requires strong business acumen, experience navigating complex environments (including MA and integration), and exposure to private equity–backed equity programs. The ideal candidate brings high energy, intellectual curiosity, and progressive career growth in compensation leadership, with demonstrated experience managing peer equity and pay fairness across a blended workforce (e.g., high-tech, corporate, and operational populations). What You'll Do Strategic Business Partnership Act as a consultative advisor to CHRO, HR Business Partners and Recruiting executive and senior leadership on compensation strategy, pay decisions, incentive design, and talent trade-offs. Navigate complex peer equity and internal pay fairness considerations across technical, corporate, and operational employee groups. Translate business strategy into scalable compensation frameworks that drive retention, engagement, and performance. Provide data-driven recommendations supported by market benchmarking, internal equity analysis, and financial modeling. Compensation Strategy Program Design Lead the design, implementation, and governance of base pay, short-term incentive (STI), and long-term incentive (LTI) programs. Develop compensation structures that support a blended workforce model, balancing market competitiveness for high-tech talent with operational workforce scalability and internal equity. Partner with Finance and HR to align compensation expense planning with budget and operating targets. Peer Equity Pay Fairness Governance Conduct internal equity reviews and proactively identify compression, inversion, and parity risks. Guide leaders through sensitive pay decisions, ensuring defensible and consistent outcomes. Support pay transparency efforts and fairness initiatives while maintaining competitive positioning in differentiated labor markets. Establish governance frameworks that maintain consistency while allowing flexibility for critical skill sets. MA and Integration Support Support due diligence efforts for acquisitions, including compensation program assessment, incentive plan alignment, and risk analysis. Lead compensation integration planning and execution, including harmonization of pay structures, incentive plans, and equity programs across diverse employee populations. Develop retention and transition compensation strategies aligned to transaction objectives. Equity Private Equity Exposure Partner with executive leadership and ownership stakeholders on equity administration. Support administration and communication of equity plans, performance units, or other PE-backed equity structures. Ensure equity strategy aligns with ownership objectives and retention priorities. Governance Compliance Ensure compensation programs comply with regulatory requirements and internal governance standards. Develop and maintain compensation policies and documentation. Lead annual compensation cycles (merit, bonus planning, equity grants), ensuring disciplined execution and stakeholder alignment. Team mentorship Mentor and develop colleagues in HR to implement and manage compensation prog ... (truncated, view full listing at source)