Who We Are:
Wealthspire is a leading wealth management, retirement advisory, and business management firm serving individuals, families, endowments, and institutions across the United States, Canada, and the United Kingdom. We provide a comprehensive platform that brings together wealth management, institutional consulting, business management, family office, and retirement plan advisory services—empowering clients to navigate complexity with clarity and confidence.
With over 1,200 employees across more than 40 offices, we deliver insights and solutions backed by deep research, technology, and decades of expertise. Our collective businesses create a unified ecosystem designed to meet clients wherever they are in their financial journey. Wealthspire is redefining the future of financial solutions through collaboration, scale, and a steadfast commitment to putting people first—our clients, our colleagues, and our communities.
For more information, visit www.wealthspire.com. Wealthspire Advisors LLC, Fiducient Advisors LLC, Wealthspire Retirement, LLC, dba Wealthspire Retirement Advisory, and certain other affiliates are separately registered investment advisers.
Summary:We are seeking a strategic and hands-on Compensation Manager to lead the design, execution, and governance of our compensation programs. This role will partner closely with HR and business leaders to ensure competitive, equitable, and data-driven pay practices that support organizational growth and talent strategy.
What You’ll Do
Own Compensation Strategy & Program Design
- Partner with the CPO to define and evolve the company’s compensation philosophy and pay practices.
- Design, implement, and continuously refine compensation structures including base pay, incentive plans, bonus programs, and special pay arrangements.
- Develop and maintain salary structures, pay grades, and job architecture frameworks.
- Conduct market benchmarking and external salary survey analysis to ensure competitiveness and alignment with business strategy.
- Evaluate and recommend enhancements to compensation programs based on workforce trends, market conditions, and organizational growth.
Lead Annual Compensation Cycles
- Own the end-to-end annual merit, bonus, and promotion cycles — including planning, modeling, budgeting, system configuration (Workday), manager enablement, and final approvals.
- Develop compensation modeling scenarios and provide executive-ready analytics and recommendations.
