Senior Manager, Compensation Programs - 13 months contract | Remote USA



United States · Remote
Posted on Wednesday, August 9, 2023

For external applicants/postings: Please note: if we receive a large volume of applications, we may need to close this posting early and ahead of the closing date; therefore, we recommend applying early.

Senior Manager, Compensation Programs

who we are

lululemon is an innovative performance apparel company for yoga, running, training, and other athletic pursuits. Setting the bar in technical fabrics and functional design, we create transformational products and experiences that support people in moving, growing, connecting, and being well. We owe our success to our innovative product, emphasis on stores, commitment to our people, and the incredible connections we make in every community we're in. As a company, we focus on creating positive change to build a healthier, thriving future. In particular, that includes creating an equitable, inclusive and growth-focused environment for our people.

about this role

Reporting to the Senior Director of Health & Wealth, the Senior Manager, Compensation Programs role has responsibility for lululemon's pay transparency program, global internal job hierarchy and job levelling program, as well as accountability for understanding how different orgs interact with and understand our compensation programs. This role will help to maintain the consistency and integrity of job levelling as well as lead the evolution needed around the education of people managers on the levelling program and our compensation programs. This role also partners with the Organizational Design team to be aware of what org design shifts are occurring and to give feedback from how it would impact levelling.

a day in the life

  • Lead and develop a team of compensation professionals who will support in the work and project/program manage initiatives.
  • Initiatives currently held by this role are job architecture management, pay transparency and job levelling.

Job Levelling

  • Responsible for the management of job levelling program – ensuring it maintains integrity, consistency and accuracy.
  • Key partner to peers in compensation to understand what is needed from an education and understanding perspective, across employee groups.
  • Partner with the P&C Business Partners on any job levelling education needed by specific teams.

Pay Transparency

  • Maintain relationship with cross-functional partners in comms, P&C, talent acquisition, learning & leadership and legal.
  • Responsible for holding the global pay transparency roadmap
  • Responsible for partnering with learning & leadership in development of materials for education sessions and workshops.
  • Job architecture management:
  • Responsible for partnership with P&C Digital team, and technology team, to drive forward job architecture work.
  • Compensation representative in broader workstreams that impact job architecture and the creation of the job catalogue.


  • 10-12 years of experience in Compensation and Human Resources.
  • 2-3 years of experience leading and coaching a team
  • Strong project management capabilities to develop and implement cross functional initiatives.
  • Ability to build relationships with P&C partners and cross-functional partners.
  • Experience influencing through relationship and utilizing resources not directly reporting in.
  • Workday experience preferable.
  • Experience in providing consultation to managers, people professionals, employees, and/or business partners.
  • Highly ethical and able to deal with confidential issues with tact, discretion & confidentiality.

must haves

  • Acknowledges the presence of choice in every moment and takes personal responsibility for their life.
  • Possesses an entrepreneurial spirit and continuously innovates to achieve great results.
  • Lives in possibility and sees opportunities to grow as an individual and develop those around them.
  • Communicates with honesty and kindness, and creates the space for others to do the same.
  • Leads with courage, knowing the possibility of greatness is bigger than the fear of failure.
  • Fosters connection by putting people first and building trusting relationships.
  • Integrates fun and joy as a way of being and working, aka doesn’t take themselves too seriously.
Compensation and Benefits Package
For Washington Applicants: lululemon’s compensation offerings are rooted in a pay-for-performance philosophy that recognizes exceptional individual and team performance. The typical hiring range for this position in Washington is from $127,900 - $167,900 annually; the base pay offered is based on market location and may vary depending on job-related knowledge, skills, experience, and internal equity. As part of our competitive Total Rewards offering, permanent employees in this position may be eligible for our competitive annual bonus offering, subject to program eligibility requirements.
At lululemon, investing in our people is a top priority. We believe that when life works, work works. In addition to our competitive Total Rewards offering, we also have personal and professional development offerings. Our offerings recognize our teams for their performance and support whole person development, including support for employees on how to grow their career:
Extended health and dental benefits, and mental health plans
Paid time off
Savings and retirement plan matching
Generous employee discount
Fitness & yoga classes
Parenthood top-up
Extensive catalog of development course offerings
People networks, mentorship programs, and leadership series (to name a few)
NOTE: Only those applicants under consideration will be contacted. Please accept our utmost appreciation for your interest. lululemon is an Equal Employment Opportunity employer. Employment decisions are based on legitimate, nondiscriminatory reasons, and not on race, colour, age, sex, gender, sexual orientation, national origin or any other classification protected by federal, state or provincial and local laws and ordinances. This policy applies to all practices relating to recruitment and hiring, compensation, benefits, discipline, transfer, termination and all other terms and conditions of employment.