Global Compensation Program Manager

Groupon is a marketplace where customers discover new experiences and services everyday and local businesses thrive.To date we have worked with over a million merchant partners worldwide, connecting over 16 million customers with deals across various categories. In a world often dominated by e-commerce giants, we stand out as one of the few platforms uniquely committed to helping local businesses succeed on a performance basis.

Groupon is on a radical journey to transform our business with relentless pursuit of results. Even with thousands of employees spread across multiple continents, we still maintain a culture that inspires innovation, rewards risk-taking and celebrates success. The impact here can be immediate due to our scale and the speed of our transformation. We're a "best of both worlds" kind of company. We're big enough to have the resources and scale, but small enough that a single person has a surprising amount of autonomy and can make a meaningful impact.

The Role

Groupon is transforming, and compensation is a core lever. We’re hiring a Global Compensation Program Manager to design and run scalable programs for base pay, annual bonus (non-sales), recognition, and equity (RSUs/PSUs) across our global teams. You’ll build simple, transparent frameworks that help leaders make great decisions and help employees understand how they’re rewarded. This is a hands-on role that scales through systems, playbooks, and our Junior Compensation Analyst (who partners with you on pricing, reporting, and cycle execution).

You’ll work closely withHRBPs (your key clients and enablers), HR Ops, Talent Acquisition (for market intelligence and offers), and HRIS (for technology solutions and automation). You’ll also collaborate with Internal Comms, Finance, Accounting, Audit, and Legal—and partner with the Head of C&B on proposals for senior leadership.

Location: hybrid work model from Prague, Warsaw, London, or Chicago.

What you’ll do

• Program design & governance: Evolve global frameworks for base pay, bonuses, recognition, and RSUs/PSUs; keep documentation crisp, current, and easy to use.
• Annual comp review (end-to-end): Own planning, calibration guardrails, manager enablement, execution quality, and insights—with Junior Analyst support for pricing, workflows, and QA.
• Pay ranges & job architecture: Maintain market-aligned ranges; partner on job architecture, leveling, and titling to support hiring velocity and internal mobility.
• Geo-pay & location strategy: Maintain and communicate location-based pay structures and governance for hybrid/remote teams.
• Pay transparency & compliance: Lead posting-range readiness and manager/employee comms; prepare for EU/US transparency requirements.
• Pay equity & analytics: Run recurring internal equity checks; partner on remediation planning and track progress over time.
• Manager enablement: Build toolkits, office hours, and self-serve guidance; upskill leaders to reduce case-by-case friction.
• AI-assisted, human-supervised workflows: Use AI for market pricing, anomaly detection, comms drafts, and cycle QA with clear guardrails and audits.
• Dashboards & decisions: Ship concise dashboards (headcount, compa-ratios, range utilization, budget, equity dilution) and translate insights into actions for HR and Finance.
• Cross-functional partnership:
• With HRBPs: co-design programs, support complex offers/cases, and land change with business leaders.
• With HR Ops: ensure smooth processes, controls, and employee/manager support.
• With Talent Acquisition: align ranges to market signals, calibrate offers, and improve time-to-accept.
• With HRIS: optimize Workday and related tools; automate cycle workflows, audits, and reporting.
• Team leadership: Coach and leverage the Junior Compensation Analyst; help shape future team design.

What you’ll bring

• Proven experience running global compensation programs in a scaling or transforming tech environment.
• Strong analytics and business acumen; you turn data into decisions leaders trust.
• Fluency with Workday and at least one compensation platform (e.g., Anaplan, CURO, beqom, Pave, OpenComp, Ravio, Payscale/Radford).
• Clear, approachable communication (English) and strong storytelling with numbers.
• Experience with geo-pay, job leveling, and pay transparency practices.
• Comfort using AI thoughtfully (and documenting what you do).
• Nice to have: exposure to equity and/or sales incentive concepts at public companies.

🚀 Why Join Us?At Groupon, you’ll help redefine how teams around the world experience compensation through fairness, clarity, and innovation. You’ll have the autonomy to build at scale, collaborate with top talent, and directly shape how a global workforce is rewarded and empowered.

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