Compensation Manager

WHY JOIN ALO?

Mindful movement. It’s at the core of why we do what we do at ALO—it’s our calling. Because mindful movement in the studio leads to better living. It changes who yogis are off the mat, making their lives and their communities better. That’s the real meaning of studio-to-street: taking the consciousness from practice on the mat and putting it into practice in life.

OVERVIEW

The Senior Manager, Compensation is a senior individual contributor and strategic advisor, responsible for architecting and managing the total rewards frameworks that power a world-class, globally distributed workforce. Reporting directly to the Vice President of Human Resources, this role owns the full compensation function end-to-end — from broad-based salary structures and executive pay to international multi-currency programs and ALO’s Stock Appreciation Rights program. The ideal candidate is a credentialed compensation leader who operates with equal confidence in the details of a complex model and the boardroom clarity of an executive recommendation. At a brand built on excellence and intention, this role ensures that how ALO pays its people reflects both principles

RESPONSIBILITIES  

Compensation Strategy and Program Ownership

• Lead the design, administration, and continuous improvement of ALO’s total compensation programs across all levels and geographies.
• Define and maintain pay-for-performance frameworks that support ALO’s growth and business strategy.
• Partner with the VP of HR and senior leadership to translate business priorities into compensation philosophy and policy, and ensure those policies are consistently applied across the organization.

Annual Compensation Process

• Own ALO’s annual compensation review cycle from start to finish — spanning Corporate, Retail, and Warehouse employee populations.
• Lead all aspects of program execution, including manager and employee communication strategy, merit and bonus program design, and timeline management.
• Partner closely with the HRIS team to configure and launch the full cycle in Workday, ensuring the system build accurately reflects program rules, approval workflows, and population-specific logic.
• Serve as the primary point of accountability for a seamless, on-time process that reflects ALO’s standards at every touchpoint.
• Review pay structures for the Warehouse population, including shift differentials, overtime and FLSA classification considerations, and incentive or piece-rate pay models where applicable.

Salary Bands and Job Architecture

• Build and maintain ALO’s salary band structure and job family framework across the full organization.