Senior Manager, Compensation

at  Clover Health

The People Operations team at Clover is a passionate group committed to transforming healthcare and enhancing people’s lives, a challenging yet rewarding mission! We provide guidance, support, and innovative programs to empower our teams, ensuring they thrive in their roles. It’s an immense responsibility, and we’re privileged to do it.
We’re looking for a Senior Manager of Compensation, to spearhead the development and execution of Clover’s global compensation strategy to attract and retain top talent. You’ll oversee all aspects of our compensation programs, including salary structures, equity awards, and additional incentives. With a focus on innovation, transparency, and creative thinking, you’ll conduct market analysis, build a talented team, and implement communication strategies to empower employees and drive organizational success.

• Within the first 60 days, you have seamlessly integrated into the compensation and total rewards team, actively spearheading compensation initiatives and assuming responsibility for critical operational functions. You have also started to establish strong relationships with key stakeholders across Clover, fostering collaboration and understanding of compensation strategies.
• By the end of your 90-day period, you have demonstrated a deep understanding of the compensation and HR frameworks at Clover, exhibit autonomous leadership in team management and are consistently meeting both internal and external objectives.
• By 6 months, you will be immersed and leading the redesign and implementation of key compensation programs and actively contributing to broader talent management initiatives.
• Future success in this role will be measured through employee engagement and understanding of our compensation programs, talent retention rates, compliance audits, and feedback from peers and senior leadership, ensuring ongoing alignment of compensation strategies. Continued success in this role involves ongoing improvement of the foundational compensation framework, combined with strategic business partnership. This includes consulting with leadership up to and including the board. It also expands to everything from identifying white space opportunities ranging from workforce planning and geolocation strategies, to incentive design in an evolving corporate landscape.