What are the responsibilities and job description for the Manager, Compensation position at Cirrus Logic?
For over four decades, Cirrus Logic has been propelled by the top engineers in mixed-signal processing. Our rockstar team thrives on solving complex challenges with innovative end-user solutions for the world's top consumer brands. Cirrus Logic is also known for its award-winning culture, which was built on a foundation of inclusion and fairness, meaningful community engagement, and delivering enjoyable employee experiences at every turn. But we couldn’t do it without our extraordinary workforce – and that’s where you come in. Join our team and help us continue to make Cirrus Logic an exceptional place to grow your career!
The Manager, Compensation is responsible for the design, implementation, and administration of global compensation programs that align with business strategy and drive organizational performance. This role partners closely with HR Business Partners and business leaders to provide strategic and operational compensation support, ensuring programs are competitive, equitable, and scalable. The role manages two direct reports and plays a key role in delivering core annual cycles, market analysis, and executive-ready insights.
This role is ideal for a hands-on compensation leader who can operate both strategically and tactically, bringing rigor, insight, and partnership to a critical function within Total Rewards.
Key Responsibilities
Compensation Programs & Strategy
Required Experience
Export control restrictions based upon applicable laws and regulations would prohibit candidates who are nationals of certain embargoed countries from working in this position without Cirrus Logic first obtaining an export license. Candidates for this role must be able to access technical data without a requirement for an export license. We are unable to sponsor or obtain export licenses for this role.
Cirrus Logic strives to select the best qualified applicant for any opening. Different approaches, ideas and points of view are both valued and respected. Employment decisions are made on the basis of job-related criteria without regard to race, color, religion, sex, national origin, age, protected veteran or disabled status, genetic information, or any other classification protected by applicable law.
The Manager, Compensation is responsible for the design, implementation, and administration of global compensation programs that align with business strategy and drive organizational performance. This role partners closely with HR Business Partners and business leaders to provide strategic and operational compensation support, ensuring programs are competitive, equitable, and scalable. The role manages two direct reports and plays a key role in delivering core annual cycles, market analysis, and executive-ready insights.
This role is ideal for a hands-on compensation leader who can operate both strategically and tactically, bringing rigor, insight, and partnership to a critical function within Total Rewards.
Key Responsibilities
Compensation Programs & Strategy
- Lead the development and execution of core compensation programs, including:
- Annual merit planning and budget development
- Annual Long-Term Incentive (LTI) budget modeling and allocation
- Short-term incentive (STI) / bonus accrual forecasting and payout execution
- Partner with Finance and HR leadership to align compensation spend with company performance and financial targets
- Support the design and evolution of compensation frameworks, policies, and guidelines
- Provide working knowledge and support for sales compensation plans, including plan design, quota setting, and payout validation
- Partner with Sales Operations and Finance to ensure alignment and accuracy
- Leverage market data sources (e.g., Radford, Mercer, WTW) to benchmark roles and ensure competitive positioning
- Conduct complex data analysis to identify trends, risks, and opportunities
- Deliver actionable insights and recommendations to senior leadership
- Build and maintain compensation models and tools to support decision-making
- Support the development and maintenance of job architecture, including job leveling and career frameworks
- Ensure internal equity and consistency across roles and geographies
- Provide consultative support on compensation-related requests, including:
- New hire offers and equity recommendations
- Promotions, transfers, and retention cases
- Off-cycle adjustments
- Partner with HRBPs and leaders to balance market competitiveness with internal equity
- Working knowledge of prevailing wage requirements and H-1B regulations
- Ensure compliance with applicable laws, regulations, and internal policies
- Support audits and documentation requirements
- Manage, coach, and develop two direct reports, fostering a high-performance and collaborative team environment
- Set clear priorities and ensure delivery against tight deadlines and competing demands
- Review and validate team outputs for accuracy, quality, and strategic alignment
- Build strong cross-functional relationships with HR, Finance, Legal, and business leaders
Required Experience
- 6-10 years of progressive compensation experience, including program management
- 2-4 years of experience being a people manager
- Experience leading annual compensation cycles (merit, bonus, equity)
- Strong analytical skills with the ability to manage and interpret large datasets
- Experience working with market data providers such as Radford, Mercer, and/or WTW
- Working knowledge of sales compensation structures
- Familiarity with prevailing wage and H-1B requirements
- Strong business acumen and ability to influence senior-level stakeholders
- Proven ability to manage competing priorities under tight deadlines
- High level of discretion and ability to handle confidential information
- Detail-oriented with strong organizational skills
- Advanced Excel and data modeling skills (experience with SuccessFactor or similar HRIS a plus)
- Excellent communication skills, including the ability to translate data into clear, compelling narratives
- Experience in a high-growth or fast-paced environment
- Exposure to global compensation programs
- Experience supporting executive compensation or equity programs
- Bachelor’s degree in HR, Finance, Business, or related field (Master’s or CCP certification a plus)
- Timely and accurate execution of annual compensation cycles
- High-quality insights and recommendations that influence business decisions
- Strong stakeholder satisfaction and partnership
- Development and retention of a high-performing compensation team
Export control restrictions based upon applicable laws and regulations would prohibit candidates who are nationals of certain embargoed countries from working in this position without Cirrus Logic first obtaining an export license. Candidates for this role must be able to access technical data without a requirement for an export license. We are unable to sponsor or obtain export licenses for this role.
Cirrus Logic strives to select the best qualified applicant for any opening. Different approaches, ideas and points of view are both valued and respected. Employment decisions are made on the basis of job-related criteria without regard to race, color, religion, sex, national origin, age, protected veteran or disabled status, genetic information, or any other classification protected by applicable law.