Senior Manager, Compensation

The posting, as ALO wrote it

WHY JOIN ALO?

Mindful movement. It’s at the core of why we do what we do at ALO—it’s our calling. Because mindful movement in the studio leads to better living. It changes who yogis are off the mat, making their lives and their communities better. That’s the real meaning of studio-to-street: taking the consciousness from practice on the mat and putting it into practice in life.

OVERVIEW

The Senior Manager, Compensation is a senior individual contributor and strategic advisor, responsible for architecting and managing the total rewards frameworks that power a world-class, globally distributed workforce. Reporting directly to the Vice President of Human Resources, this role owns the full compensation function end-to-end — from broad-based salary structures and executive pay to international multi-currency programs and ALO’s Stock Appreciation Rights program. The ideal candidate is a credentialed compensation leader who operates with equal confidence in the details of a complex model and the boardroom clarity of an executive recommendation. At a brand built on excellence and intention, this role ensures that how ALO pays its people reflects both principles

RESPONSIBILITIES

Compensation Strategy and Program Ownership

• Lead the design, administration, and continuous improvement of ALO’s total compensation programs across all levels and geographies.
• Define and maintain pay-for-performance frameworks that support ALO’s growth and business strategy.
• Partner with the VP of HR and senior leadership to translate business priorities into compensation philosophy and policy, and ensure those policies are consistently applied across the organization.

Annual Compensation Process

• Own ALO’s annual compensation review cycle from start to finish — spanning Corporate, Retail, and Warehouse employee populations.
• Lead all aspects of program execution, including manager and employee communication strategy, merit and bonus program design, and timeline management.
• Partner closely with the HRIS team to configure and launch the full cycle in Workday, ensuring the system build accurately reflects program rules, approval workflows, and population-specific logic.
• Serve as the primary point of accountability for a seamless, on-time process that reflects ALO’s standards at every touchpoint.
• Review pay structures for the Warehouse population, including shift differentials, overtime and FLSA classification considerations, and incentive or piece-rate pay models where applicable.

Salary Bands and Job Architecture

• Build and maintain ALO’s salary band structure and job family framework across the full organization.
• Conduct ongoing market pricing using Radford, Mercer, and other survey sources to ensure bands are externally competitive and internally equitable.
• Design job families and leveling criteria that bring clarity to career progression, support consistent hiring decisions, and give HR Business Partners and managers a reliable foundatio

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e with equity-adjacent long-term incentive programs, including grant administration and employee-facing communication

• Advanced Excel modeling skills; ability to build, own, and maintain complex compensation tools and financial models independently
• Exceptional analytical judgment combined with the executive presence to represent compensation recommendations at the leadership level
• Experience in a consumer brand, retail, lifestyle, or equivalently competitive talent market
• Working knowledge of executive deferred compensation plan design and administration, including IRC Section 409A compliance requirements
• Experience partnering with FP&A or Finance on compensation budgeting, headcount cost forecasting, and variance analysis
• High degree of discretion and sound judgment in handling highly sensitive executive compensation matters
• Proficiency with Workday compensation modules and market survey platforms (Radford, Mercer, or equivalent)
• Executive compensation benchmarking experience, including exposure to board-level compensation materials
• Familiarity with compensation practices across APAC and EMEA markets, including statutory requirements
• Experience building compensation infrastructure in a high-growth, private company environment

The base salary range for this position is $150,000-$175,000 per year which represents the current range for the base salary for this exempt position. Please note that actual salaries will vary based on factors including but not limited to location, experience, and performance. As such, on occasion and when applicable, there is the possibility that the final, agreed-upon base salary may be outside of the upper end of the range. Please also note the range listed is just one component of the company’s total rewards package for exempt employees. Other rewards may include performance bonuses, long term incentives, a PTO policy, and many other progressive benefits.

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