Compensation Manager

Who we are

The real world is the next frontier, and at Metropolis, we are creating the artificial intelligence to make it responsive. We are pioneering the Recognition Economy — a future where mundane repetition disappears and being known unlocks access, comfort, and belonging everywhere you go. From transforming parking into a seamless drive-in, drive-out experience for millions of Members to expanding our intelligence layer across retail and hospitality, we are building a world that feels instinctive and magical. The future isn’t coming; it’s here, and we need builders, innovators, and problem solvers to help us create it.

Who you are

Metropolis is seeking a Compensation Manager to serve as a strategic compensation partner supporting both our Operations and Growth organizations. This hybrid role bridges two critical areas: managing high-volume hourly pay structures, location-tiered wage grids, and compliance for frontline teams, while leading the operational governance, policy drafting, and plan administration for sales incentive compensation.

What you'll do

• Act as the primary Compensation partner for Field Ops HRBPs, Talent Acquisition, and operational leadership to evaluate market pay dynamics, high-volume hiring rates, wage grids, and frontline retention levers
• Design, maintain, and audit hourly pay structures and location-tiered wage grids; lead periodic hourly range refreshes, compression analyses, and the annual field review cycle
• Maintain real-time tracking of federal, state, county, and municipal minimum wage shifts and living wage ordinances to ensure 100% compliance across all operating jurisdictions
• Draft and maintain formal Sales Incentive Plan documents, SPIFF templates, terms & conditions, and governance policies in partnership with RevOps and Finance, serving as the final escalation authority for rep crediting disputes and policy exceptions
• Lead the annual rollout of sales compensation plans, rep plan acknowledgments, quota attainment auditing, and sales manager education on plan mechanics
• Track quota attainment distributions, pay-for-performance correlation, and payout ROI alongside RevOps data feeds to deliver performance insights to executive leadership
• Design and execute ad hoc compensation analyses, pay equity reviews, and executive reporting directly from core HRIS/SPM databases
• Partner with HR Operations to structure, configure, and maintain compensation data and structures within the HCM platform and in external databases (Excel, Google Sheets) as needed
• Provide operational backup for equity administration (grant processing, vesting tracking) during peak cycles in collaboration with the Corporate & Equity Compensation Manager