Compensation Manager

About Cyera
Come join the company building the security operating model for the age of AI. AI has changed how data is used — and security must change with it. Cyera's mission is to empower businesses to accelerate AI Adoption by defining a holistic approach to securing AI - from data to access to model. Instead of perimeter controls and static policies, Cyera provides a unified control plane that understands relationships between data, access, and behaviors across humans, systems, and AI. Backed by the world’s leading investors and working with a large and growing list of Fortune 1000 companies, we are looking for world-class talent to join us as we usher in the new era of data and AI security.

About the Role
We are looking for a Compensation Manager to join our Global Total Rewards team and help build and run the compensation programs that support Cyera's rapid, global growth. You will own core compensation processes end to end, with a strong focus on our US workforce (the majority of our go-to-market organization), while partnering closely with HRBPs, Finance, and Legal across all regions. This is a hands-on role for someone who can move fluidly between strategic design work and detailed execution, in a fast-changing, high-growth environment.

What You’ll Do

Design, administer, and continuously improve Cyera's global compensation programs, including base pay, bonus/incentive plans, and equity.
Lead and manage the end-to-end compensation review cycle (merit, promotion, and equity refresh), including process design, timelines, manager enablement, budget tracking, and data accuracy.
Own participation in and analysis of compensation surveys (e.g., Radford, Zviran ,/Pave) to benchmark pay competitiveness across geographies, with particular depth in US market pay practices and salary structures.
Maintain and evolve job architecture, leveling, and pay bands (including geo-differentials) in partnership with the leveling and job catalog framework.
Advise HRBPs and people managers on offers, promotions, internal equity, and compensation exceptions, ensuring consistency and compliance with internal guidelines.
Ensure compliance with US and international pay transparency and compensation-related regulations (e.g., state pay transparency laws, Il E), partnering with Legal as needed.
Partner with HRIS to ensure compensation data integrity in HiBob and related systems, and build/maintain reporting and analytics to support executive and board-level decision-making.
Support ad hoc compensation modeling and analysis for workforce planning, new market entry, M&A, and executive compensation decisions.
Contribute to the broader Total Rewards roadmap, including benefits and equity strategy, as the function scales.

What You’ll Bring

5+ years of progressive experience in compensation, ideally within a global, high-growth technology or cybersecurity company.
Strong working knowledge of US compensation practices, including salary structures, FLSA considerations, and state-level pay transparency requirements.
Hands-on experience participating in and analyzing compensation surveys and benchmarking data (Radford, Mercer, Pave, or similar).
Demonstrated experience managing a compensation review cycle end to end, from design through execution and manager communication.
Solid understanding of compensation program design across multiple geographies, including the trade-offs between global consistency and local market competitiveness.
Proven ability to apply AI tools to modernize and scale compensation processes, not just use them as a convenience.
Proven ability to apply AI tools to modernize and scale compensation processes, not just use them as a convenience.Advanced Excel/Google Sheets skills and comfort working with large, complex datasets; experience with HRIS platforms (HiBob a plus) and compensation tools.
Strong analytical and problem-solving skills, with the judgment to balance data rigor with pragmatic, business-focused recommendations.
Excellent communication skills, with the ability to explain compensation concepts clearly to managers, executives, and employees.
Ability to operate independently in a fast-paced, ambiguous, and rapidly scaling environment, managing multiple priorities and tight deadlines.

Why Join Us?
At Cyera, we care about collaboration, innovation, and agility. We take “teamwork” seriously—with our inclusive and supportive culture at the forefront—and we’re just as serious about nurturing Cyerans to grow, both personally and professionally.
***Feel free to apply even if your experience doesn’t tick every box. We’re building something special here—and we welcome Cyerans with diverse backgrounds, perspectives, and experiences.