Senior Compensation Strategy Manager

Why This Role is Special 

At The Pokémon Company International, executive compensation is a critical strategic lever. As the Sr. Compensation Strategy Manager, this role will independently own complex, high‑stakes work from concept through execution while shaping how executive rewards reinforce performance, leadership expectations, and business outcomes. 

The Sr. Compensation Strategy Manager is a senior individual contributor who serves as a trusted advisor of executive compensation programs aligned with the business strategy, performance outcomes, and leadership priorities. This role will lead:

• Enterprise-wide program design, governance & compliance
• Market intelligence & analytics 
• Executive cycles & transactions 
• Enterprise alignment & stakeholder Influence 

Without relying on formal authority, this role will offer the opportunity to influence senior leaders and cross‑functional partners through expertise, credibility, and sound judgment. This work will strengthen decision quality, governance, and alignment as part of a purpose‑driven organization that values collaboration, accountability, and long‑term impact while delivering joy to millions of fans worldwide.

FLSA Classification (US Only): Exempt

People Manager: No

What you’ll Do  

Program Design, Governance & Compliance 

• Plan and deliver executive and enterprise compensation program work within a 1–2 year horizon, by anticipating business, talent, performance, and governance needs. 

• Design, administer, and iterate on executive and enterprise compensation programs (base salary, annual incentives, long‑term incentives, deferred compensation, and perks) aligned with company strategy and pay‑for‑performance principles.

• Apply enterprise systems thinking to ensure executive compensation programs integrate coherently with broader compensation architecture, including job levels, pay structures, incentive frameworks, and career progression models. 

• Identify opportunities to improve program effectiveness, governance rigor, and alignment between performance outcomes and reward  strengthening long‑term sustainability. 

• Ensure compliance with regulatory, accounting, and internal governance requirements (including IRS Section 409A), partnering with Legal, Finance, Accounting, and Tax to assess implications and mitigate risk. 

• Own preparation of executive‑ready materials for leadership and governance forums.

Market Intelligence & Analytics 

• Conduct executive market pricing using reputable surveys and peer benchmarking; maintain and evolve survey strategy, peer groups, and executive salary structures. 

• Build and own advanced models and scenario analyses evaluating pay mix, incentive outcomes, performance metric calibration, affordability, and cost or risk under multiple business conditions. 

• Analyze enterprise compensation data to assess downstream impacts of executive compensation decisions on internal equity, pay compression, talent differentiation, and sustainability. 

• Monitor governance developments, regulatory changes, and proxy advisor trends; translate insights into practical, data‑backed recommendations that improve plan design, disclosures, and decision quality. 

Executive Cycles & Transactions 

• Accountable for end‑to‑end delivery of executive compensation administration across all cycles (mid‑year, year‑end, and off‑cycle), including merit, incentive calculations, performance‑linked payouts, promotions, and approvals. 

• Partner with Talent Development, HR Business Partners, and business leaders to ensure executive goal‑setting, performance outcomes, and incentive results are aligned, documented, and consistent. 

• Support executive offers, retention arrangements, and transitions (lateral, promotional, or restructuring). 
• Maintain audit‑ready documentation supporting executive compensation decisions; partner with HRIS to ensure data accuracy, process integrity, and strong controls 

Enterprise Alignment & Stakeholder Influence 

• Serve as a trusted advisor by developing clear recommendations on executive and enterprise compensation decisions, balancing strategy, performance outcomes, governance, affordability, and risk. 

• Ensure executive pay‑for‑performance frameworks are logical with enterprise performance management and incentive principles.

• Assess downstream impacts of executive compensation decisions on employee experience, engagement, governance scrutiny, and organizational credibility.

• Collaborate with Total Rewards leadership and cross‑functional partners to align executive compensation strategy with broader enterprise initiatives, including compensation architecture, incentive redesign, and pay equity efforts. 

• Draft concise, leader‑ready narratives and visuals that clearly articulate recommendations, trade‑offs, risks, and alternatives.

• Manage external compensation advisors while retaining internal ownership of analysis, recommendations, and decision quality. 

Success Requires

• Deep expertise in executive compensation, combined with the ability to think holistically about compensation as an interconnected enterprise system.

• Strong understanding of how compensation philosophy, performance management, incentive design, job architecture, and governance work together to support business outcomes at all levels. 

• Exceptional analytical rigor, attention to detail, and personal accountability for outcomes. 

• Proven judgment balancing executive‑level discretion with enterprise fairness, scalability, and long‑term sustainability. 

• Ability to synthesize complex information into clear, compelling, executive‑ready insights and recommendations. 

• Discretion, resilience, and effectiveness in a fast‑paced, high‑stakes environment 

What You’ll Bring  

Experience: 8–11 years of compensation experience required with deep executive compensation exposure in a private‑company environment (in‑house or consulting) supporting executive performance, incentive calibration, and C‑suite decision processes. 10–12 years preferred.

• Technical depth: Advanced Excel and financial modeling skills; strong pay‑for‑performance analytics, incentive mechanics, performance metric calibration, and working knowledge of Section 409A and executive compensation governance. 

• Ownership & judgment: Proven ownership of executive compensation outcomes end‑to‑end, exercising sound judgment in ambiguity, evaluating trade‑offs, and delivering error‑free results under tight timelines. 

• Communication & influence: Demonstrated ability to advise senior leaders with confidence, discretion, and credibility, crafting executive‑ready materials that drive clear decisions. 

• Tools & systems: Experience with HRIS (e.g., Workday), executive compensation survey platforms, and administration tools (e.g., BetterComp). Comfort partnering on system enablement, data flows, and reporting. 

• Education: Bachelor’s degree in Finance, Economics, Accounting, Analytics, HR, or related field; CCP/CECP preferred. 

Base Salary Range: For this role, new hires generally start between  $116,000.00 - $154,000.00 per year. The full range is $116,000.00 - $209.000.00 per year. This range is applicable for the labor market where the role is intended to be hired. The final base salary is directly related to the candidate’s qualifications and professional experience uniquely.

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