Compensation Manager

About the Role

Zipline is building the world's first instant logistics system, using autonomy, robotics, and advanced manufacturing to transform how goods move around the globe. As we continue to scale across multiple countries, business units, and talent markets, we're looking for a Staff Compensation Manager to help shape how we attract, reward, and retain exceptional talent.

Reporting into the Head of People Ops, this role will lead the development of compensation strategies that support Zipline's growth while balancing market competitiveness, internal equity, and long-term business objectives. You'll partner closely with leaders across People, Recruiting, Finance, and the business to guide compensation decisions, improve programs and processes, and provide data-driven insights that influence workforce strategy.

This is a highly strategic individual contributor role for someone who enjoys solving complex problems, building scalable systems, and influencing decisions at the highest levels of the organization.

What You'll Do

• Own and evolve Zipline's compensation philosophy, frameworks, and governance practices.
• Lead compensation strategy and decision-making for senior leaders and executive-level roles.
• Partner with Recruiting on competitive offer strategies across technical, manufacturing, operations, and business functions.
• Design and maintain market-pricing methodologies that support global hiring and workforce expansion.
• Conduct compensation analyses and modeling to inform pay decisions, retention strategies, and workforce planning.
• Advise leaders on promotions, leveling, organizational changes, and other compensation-related decisions.
• Develop scalable tools, guidelines, and processes that improve consistency and efficiency across compensation programs.
• Monitor market trends, emerging pay practices, and competitive talent landscapes to inform future strategy.
• Partner closely with Finance, People Business Partners, People Operations, and HR systems teams to ensure operational excellence.
• Contribute to the evolution of Zipline's broader Total Rewards strategy, including equity, benefits, and recognition programs.

What You'll Bring

Minimum Qualifications:

• 8+ years of compensation experience, including ownership of complex compensation programs and senior-level compensation decisions.
• Strong understanding of compensation strategy, market benchmarking, job architecture, and pay governance.
• Experience working in high-growth technology, aerospace, manufacturing, logistics, or similarly complex organizations.
• Advanced analytical and modeling skills with the ability to translate data into business recommendations.
• Demonstrated success influencing stakeholders and driving decisions across multiple functions.
• Experience building scalable processes and operating models in fast-moving environments.
• Strong judgment, attention to detail, and ability to manage sensitive information with discretion.
• Excellent communication skills, including the ability to present recommendations to senior leaders.
• Bachelor's degree in Human Resources, Business, Finance, Economics, or a related field.

Preferred Qualifications

• Certified Compensation Professional (CCP) Certification.
• Experience managing or leading compensation globally. 
• Experience working with private-company equity programs.

What Else You Need to Know   

The starting cash range for this role is $150,000 - $230,000. Please note that this is a target, starting cash range for a candidate who meets the minimum qualifications for this role. The final cash pay for this role will depend on a variety of factors, including a specific candidate's experience, qualifications, skills, working location, and projected impact. The total compensation package for this role may also include: equity compensation; overtime pay; discretionary annual or performance bonuses; sales incentives; benefits such as medical, dental and vision insurance; paid time off; and more.

Zipline is an equal opportunity employer and prohibits discrimination and harassment of any type without regard to race, color, ancestry, national origin, religion or religious creed, mental or physical disability, medical condition, genetic information, sex (including pregnancy, childbirth, and related medical conditions), sexual orientation, gender identity, gender expression, age, marital status, military or veteran status, citizenship, or other characteristics protected by state, federal or local law or our other policies.

We value diversity at Zipline and welcome applications from those who are traditionally underrepresented in tech. If you like the sound of this position but are not sure if you are the perfect fit, please apply!

Please Note

We have received reports stating that certain individuals are reaching out to people under false pretenses, claiming to be Zipline employees, affiliates, agents, or representatives. They may seek to gain access to your personal information or to acquire money from you by offering fictitious employment opportunities or by claiming that they are contacting you on Zipline’s behalf.

Genuine Zipline employees or representatives will never ask you for money or payment in exchange for employment opportunities or other related services. Any such offer of employment or any other service in exchange for fees that claims to be from us is deceitful and part of a fraud.