Manager, Compensation

Job Description:

We are seeking a highly analytical and detail-oriented Manager, Compensation to support the continued development and execution of our global compensation programs and job architecture.

This role will be instrumental in building and maintaining the foundational compensation infrastructure needed to support a growing organization. The Manager, Compensation will conduct market benchmarking and job evaluations, support job leveling, maintain job profiles and compensation data within Workday and help ensure consistent application of our job architecture across the organization.

The role will report to the Head of Total Rewards and will partner with HR Business Partners, Talent Acquisition, HR Operations, Finance, and business leaders. The ideal candidate combines strong compensation fundamentals with the ability to execute; someone who is comfortable working with imperfect data, bringing structure to evolving processes, and ensuring that compensation decisions are supported by accurate and consistent information.

Responsibilities

• Support the implementation and ongoing management of the company’s job architecture, including job families, levels, titles, career structures and compensation ranges; evaluate new and existing roles to ensure appropriate leveling, market alignment and internal consistency.
• Lead compensation benchmarking and market pricing using external survey data and internal comparisons to assess competitiveness, internal equity and appropriate compensation positioning across roles and levels.
• Maintain compensation structures and market data, including salary ranges, survey participation, benchmark matches and supporting documentation, ensuring information remains current, accurate and defensible.
• Own the creation and ongoing maintenance of job profiles and compensation-related data in Workday, ensuring job family, level, title, ranges and other attributes accurately reflect the company’s job architecture.
• Partner with HR Business Partners, HR Operations and business leaders on job evaluation, leveling and compensation decisions, providing data-driven guidance and identifying inconsistencies or areas requiring greater alignment.
• Partner with Talent Acquisition on new-hire compensation and offers, providing market data, internal comparisons and compensation guidance to support competitive and internally equitable hiring decisions and appropriate management of exceptions.
• Conduct regular audits and analyses of compensation, job architecture and Workday data to identify inconsistencies, data integrity issues, pay-equity considerations, compliance risks and opportunities to strengthen compensation practices.
• Support the execution and continuous improvement of compensation programs, including annual compensation processes, regulatory and pay-transparency requirements, reporting, analytics, Workday enhancements and other compensation initiatives as the organization evolves.

Qualifications

• Bachelor's degree in Human Resources, Business, Finance, Economics, or a related field.
• Approximately 3–5+ years of compensation, total rewards, or related experience, with meaningful hands-on compensation experience.
• Experience conducting compensation benchmarking and working with compensation survey data; experience with Radford or similar compensation surveys strongly preferred.
• Experience evaluating and leveling jobs within an established or developing job architecture.
• Strong Excel and analytical skills, including the ability to work with large datasets and translate analysis into practical recommendations.
• Experience with Workday HCM and/or Workday Compensation strongly preferred.
• Understanding of compensation fundamentals, including market pricing, salary structures, range penetration, compa-ratios, internal equity, and job evaluation.
• Strong attention to detail and commitment to data accuracy.
• Ability to manage multiple priorities and operate effectively in a fast-paced, evolving environment.
• Strong communication and partnership skills, with the ability to explain compensation concepts clearly to HR colleagues and business partners.
• Interest in evolving compensation practices using AI

As part of our long-term growth plans, TransMedics is excited to announce our plan to relocate our headquarters (HQ) to Somerville, MA by 2028. We chose this location because we believe it is a place where innovation will thrive. Our new state-of-the-art headquarters is designed to support collaboration, creativity, and discovery. We believe this will be a place where we can continue to do things few thought possible in organ transplantation to help patients. Specific timing and role impact may vary.

TransMedics, Inc. is a commercial-stage medical technology company transforming organ transplant therapy for patients worldwide. Our mission is to help save more patients’ lives by increasing access to viable donor organs for those who are awaiting an organ transplant. To accomplish this mission, we partner closely with transplant stakeholders worldwide and help expand their access to healthy donor organs, while delivering the highest quality technology, service, clinical care and outcomes. 

Driven by a passion for improving patient care, we make the impossible possible and keep our employees at the center of everything we do. Together, we strive to enhance the quality of life for transplant recipients and their families, fostering hope and healing in the journey toward better health. 

Maximize your potential at TransMedics, Inc. 

www.TransMedics.com 

TransMedics is committed to equitable and transparent compensation. The expected base salary range for this role is $103,900-$148,000, which represents the company’s current good-faith estimate of compensation for this position. Actual salary will depend on factors such as, but not limited to, candidate experience, qualifications, skills, and the specific work location. This role may also be eligible for bonuses, equity, and a comprehensive benefits package (medical, dental, vision, retirement savings, paid time off, and wellness resources). We comply with all U.S. pay transparency laws and do not request or consider salary history.

TransMedics is an equal opportunity employer and does not discriminate on the basis of race, color, religion, sex, national origin, marital status, age, disability or protected veteran status, or any other characteristic protected by law. We are committed to creating an inclusive environment for all employees.