Job Description
Sprinklr is the definitive, AI-native platform for Unified Customer Experience Management (Unified-CXM), empowering brands to deliver extraordinary experiences at scale — across every customer touchpoint.
By combining human instinct with the speed and efficiency of AI, Sprinklr helps brands earn trust and loyalty through personalized, seamless, and efficient customer interactions. Sprinklr’s unified platform provides powerful solutions for every customer-facing team — spanning social media management, marketing, advertising, customer feedback, and omnichannel contact center management — enabling enterprises to unify data, break down silos, and act on real-time insights.
Today, 1,900+ enterprises and 60% of the Fortune 100 rely on Sprinklr to help them deliver consistent, trusted customer experiences worldwide.
Job Description
The Senior Manager, Compensation is a key member of the Global Total Rewards team responsible for the design, governance, and evolution of compensation programs across the enterprise. This role operates at the intersection of strategy, analytics, and execution—ensuring compensation programs are competitive, compliant, scalable, and aligned with the company’s global pay philosophy. The role partners closely with Global Total Rewards leadership, Culture and Talent Business Partners, Finance, and Legal, and is expected to bring solution-oriented thinking, strong analytical rigor, and strong communication skills. This individual will regularly translate complex compensation data into clear narratives, recommendations, and decision materials for senior leadership.
What You’ll Do:
Compensation Governance
Serve as a core contributor within the Global Compensation team, owning key elements of compensation governance, standards, and frameworks.
Design, maintain, and evolve broad‑based compensation programs, ensuring global consistency while allowing for appropriate flexibility.
Establish and enforce compensation governance models, policies, guidelines, and controls to support compliant, equitable, and scalable decision‑making.
Partner with Legal and HR Risk functions to ensure compensation programs comply with applicable labor, pay equity, and regulatory requirements.
Program Design, Redesign & Implementation
Lead the design and redesign of compensation programs, including salary structures, job architecture components, incentive plans, and annual planning frameworks.
Translate strategy into practical, implementable compensation programs, supported by clear documentation and operating models.
Support end‑to‑end program implementation, from concept development through pilot, rollout, and post‑implementation assessment.
Continuously evaluate compensation effectiveness and recommend enhancements based on business needs, talent strategy, and market trends.
Benchmarking & Market Intelligence
Support the compensation benchmarking strategy, survey selection, participation, and interpretation.
Conduct program benchmarking and competitive assessments to inform pay positioning and structural decisions.
Synthesize external market data with internal analytics to support evidence‑based recommendations.
Analytics, Storytelling & Executive Communication
Apply strong quantitative and analytical skills to assess pay competitiveness, internal equity, program outcomes, and workforce trends.
Develop executive‑ready PowerPoint presentations that clearly articulate insights, trade‑offs, risks, and recommendations.
Tell a compelling story with data—connecting compensation design choices to business outcomes and talent priorities.
Present recommendations with confidence and credibility to senior leadership.
Process Improvement, Automation & AI Enablement
Continuously assess and improve compensation processes, with a focus on standardization, scalability, controls, and efficiency.
Identify opportunities to simplify, automate, or eliminate manual compensation workflows, particularly across benchmarking, job pricing, annual planning, and reporting.
Partner with HR Systems, People Analytics, and IT to enhance use of Workday and related tools for compensation planning, data governance, and analytics.
Leverage automation, analytics, and responsible AI capabilities to improve insight generation, scenario modeling, and decision support (e.g., pay modeling, structure diagnostics, equity analysis).
Develop scalable tools, templates, and frameworks that enable Culture and Talent BPs and leaders to self‑serve within defined compensation guardrails.
Balance innovation with risk management, ensuring automation and AI use aligns with legal, privacy, and compliance requirements.
Partnership & Influence
Partner with HR Business Partners to provide COE guidance on compensation topics such as hiring, promotions, job leveling, and pay adjustments.
Support senior Total Rewards and HR leaders in decision‑making through structured analysis and decision support.
Who You Are & What Makes You Qualified:
Required
8+ years of progressive experience in Compensation or Total Rewards, with significant exposure to broad‑based compensation.
Experience operating in a Compensation COE model, with responsibility for governance, program design, or enterprise frameworks.
Demonstrated expertise in:
Compensation governance and controls
Program design and redesign
Market benchmarking and analytics
Program implementation and change enablement
Strong analytical skills with the ability to translate data into insights and recommendations.
Excellent PowerPoint and executive communication skills, including comfort presenting to senior leaders.
Proven ability to influence without direct authority in complex organizations.
Preferred
Experience in a SaaS or technology environment.
Familiarity with Workday Compensation or similar HR systems.
Exposure to pay equity analysis, compliance reviews, and global compensation programs.
CCP or equivalent professional certification.
We focus on our mission: Sprinklr was founded in 2009 to solve a big problem: growing enterprise complexity that separated brands from their customers. Our vision was clear: to unify fragmented teams, tools and data — helping large organizations build deeper, more meaningful connections with the people they serve. Today, Sprinklr has a unified, AI-native platform for four product suites: Sprinklr Service, Sprinklr Social, Sprinklr Marketing, and Sprinklr Insights. Sprinklr is here to do three things:
Lead a new category of enterprise software that we call Unified-CXM.
Empower companies to deliver next generation, unified engagement journeys that reimagine the customer experience.
Create a culture of customer obsession, with trust, teamwork, and accountability.
We believe in our product: Customers who value exceptional customer experiences have what they need on our single unified platform, built with an operating system approach on a single codebase. That means that everything — and everyone — can work together to service, respond, sell, and market to customers on the channels they prefer. While Unified Customer Experience Management (Unified-CXM) as a category is just getting started, we are well on our way to creating a no-compromise, unified approach to better customer experiences for the world’s leading enterprise brands.
We invest in our people: We offer a comprehensive suite of benefits designed to help each member of our team thrive. Sprinklr believes that you should be able to get the type of care you need for your personal well-being when you need it. We offer you and your family voluntary healthcare coverage in countries where applicable. We believe it is important to take time off – it is essential for your mental and physical wellbeing. We provide Sprinklrites with paid time off to recharge and spend time with loved ones. We want to grow our talent with purpose. Our open Mentoring Program is designed to create meaningful connections that support growth and amplify our focus.
To learn more about employee benefits by region, click here.
To learn more about all-things-Sprinklr, visit our candidate resource hub here.
EEO - Our philosophy: Our goal is to ensure every employee feels like they belong and are operating in a collaborative environment. We fervently believe every employee matters and should be respected and heard. We believe we are stronger when we belong because collectively, we’re more innovative, creative, and successful.
Sprinklr is proud to be an equal-opportunity workplace and complies with all applicable federal, state, and local fair employment practices laws. We are committed to equal employment opportunity regardless of race, color, religion, creed, national origin or ancestry, ethnicity, sex (including gender, pregnancy, sexual orientation, and gender identity), age, physical or mental disability, citizenship, past, current, or prospective service in the uniformed services, genetic information, or any other characteristic protected under applicable law.
Reasonable accommodations are available upon request during the interview process. To request an accommodation, please work directly with your recruitment coordinator or recruiter.
JOB REQ COMPENSATION RANGE
$121,000 - $201,000
The base salary range for this role is shown above. At Sprinklr, base pay depends on multiple individualized factors, including experience, qualifications, job-related knowledge and skills, and geographic location. Base pay is only one part of our competitive Total Rewards package: the successful candidate may also be eligible to participate in Sprinklr’s discretionary bonus plan, commission plan, and/or equity plan, depending on role.
US-based Sprinklr employees are eligible for a highly competitive benefits package as well, which demonstrates our commitment to our employees’ health, well-being, and financial protection. The US-based benefits include a 401k plan with 100% vested company contributions, flexible paid time off, holidays, generous caregiver and parental leaves, life and disability insurance, and health benefits including medical, dental, vision, and prescription drug coverage.
Warning about Recruiting Scams: Please be vigilant for recruiting scams impersonating Sprinklr. Sprinklr will never ask you for money, to pay for equipment, or for unnecessary personal information during the interview process. Sprinklr will also never pay in Bitcoin or send email communications from our executives. Please review the Federal Trade Commission's advice to avoid these types of scams.
If you are contacted by someone whom you suspect may not be appropriately representing Sprinklr, please do not engage and block their email or phone number immediately.