Compensation Manager
VantaAt Vanta, our mission is to help businesses earn and prove trust. We believe that security should be monitored and verified continuously, and we empower companies to practice better security and prove it with ease. Vanta has a kind and talented team, and while some have prior security experience, many have been successful at Vanta without it.
As a Compensation Manager at Vanta, you will own end-to-end compensation for the EPD and G&A populations — from benchmarking and band design to leading full merit and equity cycles, at a critical moment in how we're rebuilding the function.
Vanta's compensation team sits at the intersection of Finance, People, and the business. We own comp philosophy, band design, benchmarking methodology, and cycle execution, and the quality of that work directly shapes the company's ability to attract top talent and retain high performers at scale.
This role is central to a deliberate shift from reactive operations to proactive strategic partnership. You'll own day-to-day comp work for a significant portion of our population while contributing directly to the programs and infrastructure we're rebuilding for the long term. This role reports to the Senior Manager of Compensation.
What you’ll do as a Compensation Manager at Vanta:
Own compensation partnership for the EPD and G&A populations — serve as the primary point of contact for benchmarking, band questions, and comp decisions across these groups
Lead comp cycle programs and enablement end-to-end — own year-end and mid-year cycles from timeline and resources to manager enablement and close-out reporting
Build and maintain analytical models — comp scenario modeling, band analysis, equity burn projections, and internal equity reports; translate complex findings into clear, actionable recommendations for business stakeholders
Manage and optimize our compensation and equity systems, including Pave and Carta, ensuring data integrity and consistency as we scale
Partner proactively with PBPs, Finance, and EPD leadership to align compensation with workforce strategy — surface risks and insights before being asked, and serve as a trusted thought partner on comp decisions
Identify and close gaps in comp infrastructure — improve operational workflows, documentation, and tooling, with a view toward automating and standardizing them to support a larger, global team over time