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Compensation Manager - Job Opportunity at Marqeta

Toronto, ON
Full-time
Senior
Posted: July 7, 2025
Remote
CAD 109,200 - 136,500 per year

Benefits

Employee stock purchase plan providing discounted equity ownership in a publicly-traded fintech company
Flexible unlimited paid time off policy allowing employees to take time as needed
Comprehensive health insurance with multiple plan options for personalized coverage
Retirement savings program with company matching contributions for long-term financial security
Monthly remote work stipend supporting home office setup and productivity
Annual development budget for professional growth and skill advancement
Family-forming benefits including fertility support and up to 20 weeks parental leave
Equity compensation in a high-growth publicly-traded company
Performance-based annual bonuses tied to individual and company success

Key Responsibilities

Strategic compensation advisory role serving as primary business partner for assigned client groups on complex compensation matters
Design and implementation of scalable compensation solutions by partnering with People Business Partners and business leaders to understand outcomes and propose strategic solutions
Program management and facilitation of annual merit, bonus, and equity programs ensuring seamless execution across assigned client groups
Market intelligence leadership including quarterly and ad-hoc competitive analyses ensuring external competitiveness, internal equity, and legal compliance
Advanced compensation modeling and analysis including building predictive analytical models to identify compensation-related issues and evaluate existing and new roles
Global pay gap reporting and compliance leadership for emerging regulations including EU Pay Transparency Directive and CSRD implementation
Strategic communication and education through developing presentations to influence decision-making and creating training tools for compensation philosophy
Governance partnership with Talent Acquisition and People Business Partners on new hire offers and internal mobility decisions
HRIS and payroll administration partnership ensuring proper transmission of payment and award data across systems

Requirements

Education

Bachelor's or Master's degree in Finance, Business management/administration, or Human Resources

Experience

Significant experience in global compensation including developing, recommending, implementing, and administering compensation programs with prior experience at high-growth tech companies

Required Skills

Advanced Google Sheets expertise with ability to create, organize and manipulate large sets of data in complex spreadsheets Workday familiarity including hands-on experience coaching managers through compensation cycles Exceptional results orientation with high degree of personal initiative Proven problem-solving skills and ability to manage multiple tasks simultaneously Excellent verbal and written communication skills Strong relationship building abilities Detail-oriented with high level of accuracy and strong time management skills Collaborative team player with customer centric approach Flexible growth mindset with comfort with ambiguity and change Demonstrated success balancing excellence with sense of urgency

Certifications

Certified Compensation Professional (CCP)
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Sauge AI Market Intelligence

Industry Trends

Digital payment processing and embedded finance markets are experiencing unprecedented growth with market opportunities sized in the trillions, driving significant demand for sophisticated compensation professionals who can manage equity-heavy compensation structures typical in high-growth fintech companies. Pay transparency regulations are rapidly expanding globally, with new legislation in the EU, US states, and Canada requiring companies to implement comprehensive pay equity reporting and transparency measures, creating critical need for compensation professionals skilled in compliance and audit functions. The shift toward flexible work arrangements has fundamentally changed compensation philosophy, requiring professionals who can calibrate pay across multiple geographic regions and design location-based compensation strategies that maintain competitiveness while supporting distributed workforce models.

Salary Evaluation

The provided salary range of CAD 109,200 - 136,500 is competitive for the Canadian market and reflects strong compensation for a senior-level role at a publicly-traded fintech company, with additional equity and bonus opportunities likely bringing total compensation to CAD 150,000 - 200,000 annually.

Role Significance

Part of a lean three-person compensation team within the broader Total Rewards function, suggesting significant individual responsibility and the opportunity to shape compensation strategy across multiple client groups within the organization.
Senior individual contributor role with significant strategic influence, serving as one of three compensation team members with direct advisory responsibilities to business leaders and cross-functional teams, indicating high organizational impact and visibility.

Key Projects

Annual merit increase and bonus program design and implementation across multiple business units Global pay equity audits and compliance reporting for international regulatory requirements Compensation benchmarking and market analysis projects to ensure competitive positioning Development of compensation philosophy and framework documentation for organizational scaling Integration of compensation programs with HRIS and payroll systems for operational efficiency

Success Factors

Deep understanding of global compensation principles combined with hands-on experience in high-growth technology environments where rapid scaling requires agile compensation strategies Strong analytical and modeling capabilities using advanced spreadsheet functions and HRIS systems to conduct complex compensation analysis and predictive modeling Excellent stakeholder management skills to serve as trusted advisor to business leaders while balancing organizational needs with fiscal responsibility Regulatory compliance expertise particularly in emerging pay transparency and equity reporting requirements across multiple jurisdictions Change management capabilities to implement new compensation programs and policies in a fast-paced, evolving organizational environment

Market Demand

High demand driven by regulatory complexity, fintech industry growth, and the specialized nature of compensation management in high-growth technology companies with significant equity components.

Important Skills

Critical Skills

Advanced spreadsheet modeling capabilities are essential for conducting complex compensation analysis and building predictive models that identify compensation issues before they impact business operations or employee satisfaction HRIS system expertise, particularly Workday, is crucial for managing compensation cycles, ensuring data integrity, and coaching managers through the compensation process in a technology-forward organization Regulatory compliance knowledge is increasingly critical as pay transparency laws expand globally, requiring professionals who can navigate complex legal requirements while maintaining competitive compensation strategies Strategic partnership skills are vital for serving as a trusted advisor to business leaders and cross-functional teams, requiring the ability to translate compensation data into actionable business insights

Beneficial Skills

Project management certification or experience would enhance ability to lead complex compensation initiatives across multiple stakeholder groups Financial modeling and analysis skills beyond basic spreadsheet functions would support more sophisticated compensation forecasting and budgeting activities Change management expertise would be valuable for implementing new compensation programs and policies in a rapidly evolving organizational environment International compensation knowledge would support the company's global expansion and help navigate varying compensation practices across different markets

Unique Aspects

Opportunity to work with one of the earliest and most successful embedded finance platforms, providing exposure to cutting-edge payment technology and partnerships with major consumer brands
Direct involvement in global pay transparency compliance initiatives, offering valuable expertise in emerging regulatory requirements that will become increasingly important across the industry
Role within a lean three-person compensation team at a publicly-traded company, providing significant individual impact and strategic influence on organizational compensation philosophy
Exposure to complex equity compensation structures typical of high-growth fintech companies, including employee stock purchase plans and equity awards management
Opportunity to design compensation solutions for a rapidly scaling workforce supporting major brands in the new economy

Career Growth

Typical progression to next level occurs within 2-4 years given the high-growth nature of the fintech industry and the strategic importance of compensation management in scaling organizations.

Potential Next Roles

Senior Compensation Manager or Principal Compensation Analyst roles with expanded regional or global responsibility Total Rewards Manager positions overseeing broader benefits and compensation strategy Compensation and Benefits Director roles in mid-sized technology companies Head of Total Rewards positions in high-growth companies requiring comprehensive compensation strategy leadership

Company Overview

Marqeta

Marqeta operates as a leading card issuing platform and embedded finance enabler, powering major brands including Block, Cash App, Affirm, Instacart, DoorDash, Uber, and Walmart, positioning it as a critical infrastructure provider in the rapidly growing embedded finance market.

Strong market position as a publicly-traded company and early enabler in the embedded finance space, with a platform that provides unprecedented flexibility and control for real-time payment operations, indicating stable growth and competitive advantage.
The Canadian role reflects Marqeta's expansion into international markets with flexible remote work policies, suggesting the company values talent acquisition across geographic boundaries while maintaining competitive local compensation practices.
Flex First culture emphasizing results over location, with values focused on customer success, innovation, and team collaboration, indicating a progressive workplace that prioritizes work-life balance and employee autonomy.
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