Senior Manager, Total Rewards
$150k - $170k USD
WeightWatchers is a global digital health company.
WeightWatchers is a global digital health company and the world’s #1 doctor-recommended, clinically studied behavioral weight health program. For sixty years, we have led the industry by blending science and community to help millions of people build sustainable healthy habits.
As the science of weight health rapidly evolves, so does WeightWatchers. We are redefining the category by developing new clinical pathways for GLP-1 medication access, creating specialized behavioral programs for members on weight-loss medications, and integrating medical care with our proven habit-change framework. By combining these clinical breakthroughs with our digital-first community, we are uniquely positioned to lead the future of weight health care.
Who We Are
At WeightWatchers, the People Team is the heart of our company culture, fostering a vibrant and supportive environment where employees, like our members, can embark on their own journeys of growth and success ultimately empowering them to make a positive impact on our members' well-being.
What you will do
The Senior Manager, Total Rewards is the technical architect of our global rewards infrastructure. This position requires an expert level understanding of Workday Advanced Compensation, equity lifecycle management, and SEC reporting requirements within a public company environment.
Reporting to the Director of Total Rewards, you will serve as the functional architect for our compensation data, ensuring all programs are competitive, transparent, and strictly aligned with corporate governance standards. While the Director sets the overarching strategy, this role is responsible for designing the actionable programs, models, and system configurations that bring that strategy to life.
- Strategic Partnership & Proxy Disclosure
- Annual Proxy Support: Partner closely with HR Leadership and Legal counsel to draft and review compensation-related sections of the annual proxy statement.
- Total Rewards Philosophy: Work with the Director of Total Rewards to translate the company’s compensation philosophy into actionable programs that align with the company’s interests and regulatory requirements.
- Global Equity Administration
- LTI Lifecycle Management: Oversee the administration of Long-Term Incentive (LTI) programs, including RSUs, PSUs, and Cash Awards.
- Grant & Vesting Oversight: Manage the grant process, ensuring all awards are accurately reflected in the system of record and tracking complex vesting schedules across global jurisdictions.
- Brokerage Coordination: Serve as the primary point of contact for external equity platform providers and brokerage partners to ensure seamless settlement and exercise processes.
- Technical Workday & G Suite Management
- Workday Advanced Comp SME: Serve as the functional Subject Matter Expert for the Workday Advanced Compensation module, configuring compensation grids, eligibility rules, and automated business processes.
- Data Integrity & EIBs: Lead the data administration, including the creation, auditing, and upload of Enterprise Interface Builders (EIBs) for mass compensation changes and equity grants.
- Resource Development: Build a self-service library of FAQs, video snippets, and "How To" guides using G Suite (Google Drive, Sites, and Sheets) for the internal knowledge base.
- Compensation Cycle & Market Leadership
- Cycle Management: Lead the project management of the annual merit, focal, and bonus cycles, ensuring all stakeholders meet deadlines and spend remains within budget.
- Market Benchmarking: Own participation in global salary surveys (e.g., Radford, Mercer, Croner) and lead the annual refresh of salary bands and geographic differentials.
- Job Evaluation: Partner with HRBPs to price and level new positions, ensuring alignment with the internal leveling framework and external market data.
- Governance & Compliance
- SOX Adherence & Audit: Ensure strict adherence to all compensation and equity related SOX controls. Maintain an airtight audit trail for all pay changes and serve as the primary point of contact for providing evidence to internal and external auditors.
- Regulatory Filings: Manage administrative requirements for Pay Equity reports, EEO-1 reporting, and evolving pay transparency disclosures across all recruitment channels.
- Internal Equity: Manage the administrative workflow for mid-year promotions and off-cycle increases, ensuring consistent application of leveling and pay equity
Who you are
- 6–8+ years of progressive experience in Compensation and Equity, with specific experience in a public company environment, with at least 2 years in a Manager or Lead capacity.
- Systems Mastery: Advanced proficiency in Workday (Advanced Compensation & HCM) and G Suite (Google Sheets, Docs, and Slides).
- Technical Rigor: Deep expertise in EIB management, job leveling, and SEC proxy data preparation.
- Analytical Skills: Expert Excel/Google Sheets skills with the ability to build complex financial models and data visualizations.
- Attention to Detail: Strong attention to detail, demonstrated expertise in auditing complex compensation structures and legal filings.
- Communication: Exceptional ability to synthesize complex financial instruments and data into clear, professional narratives for executive leadership, Legal, and employees.
- Bachelor’s degree in HR, Finance, Business, or a related field. CCP or CEP (Certified Equity Professional) designation is a significant plus.
Base salary may vary depending on, but not limited to: skills, experience, and location. This role is also eligible for a comprehensive benefits package and annual bonus program.
US Pay Range
$150,000—$170,000 USD
At WeightWatchers, our mission is to build a worldwide community connected by healthy habits. If that resonates with you, then we would love to talk. WeightWatchers values developing community within our employee population as well. We have a hybrid work environment to allow our employees to find the right work-life balance.
It is our priority to cultivate a diverse and inclusive workplace. We are committed as individuals, as an organization, and as fellow humans, to advocate for and support our employees, our members, and our communities. We are proud to be an equal opportunity employer and we do not discriminate on the basis of sex, race, color, creed, national origin, marital status, age, religion, sexual orientation, gender identity, gender expression, veteran status, or disability.
By agreeing to participate in our process, you agree that any information we collect is subject to our Privacy Policy.
Maryland
Under Maryland law, an employer may not require or demand, as a condition of employment, prospective employment, or continued employment, that an individual submit to or take a polygraph examination or similar test. An employer who violates this law is guilty of a misdemeanor and subject to a fine not exceeding $100.Massachusetts
It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.
WeightWatchers complies with all applicable Rhode Island Workers' Compensation laws (Chapters 29-38 of the R.I. General Laws). Eligible employees are covered by worker's compensation insurance for work-related injuries or illness.
RECRUITMENT SECURITY & FRAUD PREVENTION
At WeightWatchers, we prioritize the security of our candidates. To ensure you are communicating with a legitimate representative of our team, please keep the following security standards in mind:
- Verified Email Domain: All official correspondence from our recruiting team will originate from an @ww.com email address.
- Live Engagement: Our hiring process requires live interaction. We do not conduct interviews or extend employment offers solely through text message, chat apps, or automated email-only exchanges.
- Financial Integrity: WeightWatchers will never ask for any form of payment from a candidate. We will never send you a check with instructions to purchase equipment or "start-up kits" on our behalf.
- Secure Data Collection: Sensitive personal information (such as banking or identity tax info) is only requested through our official, secure onboarding portal after a formal offer has been extended, never during the interview phase.
Stay Vigilant: If you are contacted by someone claiming to represent WeightWatchers and the process deviates from these standards, please do not share any personal information. You can verify any open position by visiting our official careers page at https://job-boards.greenhouse.io/ww