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 Compensation Manager who brings a strong background in compensation program management, project management, and data analysis. You will report to the Director of Total Rewards and 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 Compensation Manager at Calendly

On a typical day, you will be working on: 

• Manage Calendly’s compensation cycles, including our Mid-Year Merit cycle, bi-annual Promotion cycle, and our Top Performer Bonus cycles.
• Offer subject matter expertise with pay recommendations and best practices, including the balance of competitiveness and pay parity.
• Educate managers on how Calendly’s compensation structure works and how to communicate compensation to their employees.
• Guide People Business Partners and the Talent Acquisition team with job leveling, job family placement, and classification.
• Stay abreast of all compliance changes related to compensation and take actionable steps to change policies and relay information to stakeholders.
• Own Workday compensation data, including building job profiles, grade profiles, and assist our Business Systems team with building compensation cycles.
• Participate in benchmark surveys and proactively share data with people leadership to make informed decisions.

What do we need from you?

• 8+ years of experience in compensation management
• 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

What’s in it for you? 

Ready to make a serious impact? Millions of people already rely on Calendly’s products, and we’re still in the midst of our growth curve — 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. 

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 contact us at [email protected] . 

Calendly is registered as an employer in many, but not all, states. If you are located in Alaska, Hawaii, Montana, North Dakota, South Dakota, Nebraska, Iowa, West Virginia, and Rhode Island 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

The ranges listed below 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 Quarterly Corporate 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