Compensation Manager

At Vanta, our mission is to help businesses earn and prove trust. We believe that security should be monitored and verified continuously, and we empower companies to practice better security and prove it with ease. Vanta has a kind and talented team, and while some have prior security experience, many have been successful at Vanta without it.

As a Compensation Manager at Vanta, you will own end-to-end compensation for the EPD and G&A populations — from benchmarking and band design to leading full merit and equity cycles, at a critical moment in how we're rebuilding the function.

Vanta's compensation team sits at the intersection of Finance, People, and the business. We own comp philosophy, band design, benchmarking methodology, and cycle execution, and the quality of that work directly shapes the company's ability to attract top talent and retain high performers at scale.

This role is central to a deliberate shift from reactive operations to proactive strategic partnership. You'll own day-to-day comp work for a significant portion of our population while contributing directly to the programs and infrastructure we're rebuilding for the long term. This role reports to the Senior Manager of Compensation.

What you’ll do as a Compensation Manager at Vanta

- Own compensation partnership for the EPD and G&A populations — serve as the primary point of contact for benchmarking, band questions, and comp decisions across these groups

- Lead comp cycle programs and enablement end-to-end — own year-end and mid-year cycles from timeline and resources to manager enablement and close-out reporting

- Build and maintain analytical models — comp scenario modeling, band analysis, equity burn projections, and internal equity reports; translate complex findings into clear, actionable recommendations for business stakeholders

- Manage and optimize our compensation and equity systems, including Pave and Carta, ensuring data integrity and consistency as we scale

- Partner proactively with PBPs, Finance, and EPD leadership to align compensation with workforce strategy — surface risks and insights before being asked, and serve as a trusted thought partner on comp decisions

- Identify and close gaps in comp infrastructure — improve operational workflows, documentation, and tooling, with a view toward automating and standardizing them to support a larger, global team over time

- Support compensation-related compliance initiatives, helping ensure our practices remain competitive and consistent as we expand

- Use AI tools to amplify your impact — we expect everyone at Vanta to actively explore how AI can make them more effective in their role

How to be successful in this role

- 5+ years of in-house compensation experience at a technology company, with demonstrated program ownership at the senior individual contributor level

- Hands-on experience leveraging Radford — job matching, data pulls, and benchmarking methodology (required)

- Track record of owning full compensation cycles end-to-end (merit, equity, promotions) independently in-house, not in a support or coordination capacity

- Strong analytical modeling skills combined with the ability to translate complex findings into clear recommendations for business leaders and non-technical stakeholders

- Demonstrated ability to build trust with PBPs, Finance, and managers as a proactive thought partner who surfaces issues before being asked

- Experience at organizations of 1,000+ employees; pre-IPO or public company exposure preferred

- EPD population experience is a plus

- Must be authorized to work in the U.S. without the need for current or future employer sponsorship.

- Open to using AI to amplify their skills and strengthen their work - demonstrating curiosity, a willingness to learn, and sound judgment in applying AI responsibly to improve efficiency and impact.

What you can expect as a Vanta’n

- Industry-competitive salary and equity

- Compreh