Reltio

Global Compensation Manager

Customer Success Manager

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As Global Compensation Manager at Reltio, you’ll lead day-to-day global compensation operations for all employees below the executive level. You’ll drive market pricing, job architecture, focal cycles (merit, bonus, equity refresh), and compensation enablement across regions. This hands-on role ensures that Reltio maintains competitive, fair, and compliant compensation practices globally, enabling hiring and retention success while upholding internal equity.

Senior AI Engineer

At Reltio®, we believe data should fuel business success. Reltio’s AI-powered data unification and management capabilities—encompassing entity resolution, multi-domain master data management (MDM), and data products—transform siloed data from disparate sources into unified, trusted, and interoperable data. Reltio Data Cloud™ delivers interoperable data where and when it's needed, empowering data and analytics leaders with unparalleled business responsiveness. Leading enterprise brands—across multiple industries around the globe—rely on our award-winning data unification and cloud-native MDM capabilities to improve efficiency, manage risk and drive growth.At Reltio, our values guide everything we do. With an unyielding commitment to prioritizing our “Customer First”, we strive to ensure their success. We embrace our differences and are “Better Together” as One Reltio. We are always looking to “Simplify and Share” our knowledge when we collaborate to remove obstacles for each other. We hold ourselves accountable for our actions and outcomes and strive for excellence. We “Own It”. Every day, we innovate and evolve, so that today is “Always Better Than Yesterday”. If you share and embody these values, we invite you to join our team at Reltio and contribute to our mission of excellence.Reltio has earned numerous awards and top rankings for our technology, our culture and our people. Reltio was founded on a distributed workforce and offers flexible work arrangements to help our people manage their personal and professional lives. If you’re ready to work on unrivaled technology where your desire to be part of a collaborative team is met with a laser-focused mission to enable digital transformation with connected data, let’s talk!Job Summary:As Global Compensation Manager at Reltio, you’ll lead day-to-day global compensation operations for all employees below the executive level. You’ll drive market pricing, job architecture, focal cycles (merit, bonus, equity refresh), and compensation enablement across regions. This hands-on role ensures that Reltio maintains competitive, fair, and compliant compensation practices globally, enabling hiring and retention success while upholding internal equity.Job Duties and Responsibilities:<h4 class="text-lg md:text-xl font-semibold mt-6 mb-2 text-gray-800">Market Pricing & Job Architecture</h4><ul class="list-disc list-inside my-5 pl-5 space-y-2 text-gray-700"><li class="leading-relaxed">Conduct job pricing using Radford, Mercer, and internal analytics; maintain geo-adjusted ranges across the U.S., India, and EMEA.</li><li class="leading-relaxed">Partner with HRBPs and TA to assess role leveling and internal equity; support salary guidance for offers, promotions, and transfers.</li><li class="leading-relaxed">Maintain differentiated compensation bands for critical skill areas (e.g., AI, Engineering); provide usage guidance for hiring and mobility.</li></ul><h4 class="text-lg md:text-xl font-semibold mt-6 mb-2 text-gray-800">Focal Planning & Annual Pay Cycles</h4><ul class="list-disc list-inside my-5 pl-5 space-y-2 text-gray-700"><li class="leading-relaxed">Manage the annual focal cycle (merit, bonus, equity refresh for non-executives):</li><li class="leading-relaxed">Create planning calendar and process documents</li><li class="leading-relaxed">Prepare budget models and manager training</li><li class="leading-relaxed">Configure systems (e.g., Workday, Payscale)</li><li class="leading-relaxed">Perform QA, approvals, and post-cycle reporting</li><li class="leading-relaxed">Refresh and publish global salary ranges annually; maintain user-friendly compensation playbooks and templates.</li><li class="leading-relaxed">Reconcile cycle inputs with FP&A to ensure budget alignment and clean audit trails.</li></ul><h4 class="text-lg md:text-xl font-semibold mt-6 mb-2 text-gray-800">Offer Support, Internal Equity & Compliance</h4><ul class="list-disc list-inside my-5 pl-5 space-y-2 text-gray-700"><li class="leading-relaxed">Deliver compensation recommendations (offers, promotions, adjustments) with clear market, equity, and budget context.</li><li class="leading-relaxed">Conduct internal pay equity reviews and partner on remediation plans across employee populations (non-executive).</li><li class="leading-relaxed">Ensure compensation practices meet U.S. and international pay transparency and reporting requirements.</li></ul><h4 class="text-lg md:text-xl font-semibold mt-6 mb-2 text-gray-800">Manager & HRBP Enablement</h4><ul class="list-disc list-inside my-5 pl-5 space-y-2 text-gray-700"><li class="leading-relaxed">Serve as primary point of contact for HRBPs and Talent teams on compensation queries.</li><li class="leading-relaxed">Develop and maintain guides, templates, and training resources to support manager decisions and HR delivery.</li><li class="leading-relaxed">Participate in compensation training sessions and cross-functional onboarding for People Team members.</li></ul><h4 class="text-lg md:text-xl font-semibold mt-6 mb-2 text-gray-800">Systems Ownership, Data Quality & Controls</h4><ul class="list-disc list-inside my-5 pl-5 space-y-2 text-gray-700"><li class="leading-relaxed">Own configuration and maintenance of compensation data and processes in BambooHR (or similar HRIS).</li><li class="leading-relaxed">Ensure system accuracy for salary ranges, job codes, and compensation data to meet SOX and audit readiness.</li><li class="leading-relaxed">Identify process and automation improvements that reduce cycle time and error rates.</li></ul>Skills You Must Have:<ul class="list-disc list-inside my-5 pl-5 space-y-2 text-gray-700"><li class="leading-relaxed">5–8+ years of compensation experience in high-growth tech or SaaS environments.</li><li class="leading-relaxed">Solid command of market pricing, job leveling, salary structure management, and compensation planning cycles.</li><li class="leading-relaxed">Hands-on experience with Radford/Mercer datasets, Workday (or similar HRIS), and Excel/Sheets (pivots, lookups, modeling).</li><li class="leading-relaxed">Experience supporting multiple international markets, ideally including the U.S., India, and Portugal/EMEA.</li><li class="leading-relaxed">Strong written and verbal communication skills with a detail-oriented and structured approach.</li><li class="leading-relaxed">Comfortable operating in a dynamic, fast-paced, and deadline-driven environment.</li><li class="leading-relaxed">Preferred: experience with compensation reporting (e.g., CA/CO/NY pay transparency) and exposure to equity platforms (e.g., Carta, Shareworks).</li></ul><h3 class="text-xl md:text-2xl font-bold mt-8 mb-3 text-gray-800">Tools & Platforms</h3><ul class="list-disc list-inside my-5 pl-5 space-y-2 text-gray-700"><li class="leading-relaxed">Market Data: Radford, Mercer (plus Option Impact or MarketPay, if available)</li><li class="leading-relaxed">HRIS / Compensation: Workday, Payscale, or equivalent</li><li class="leading-relaxed">Analytics: Excel, Google Sheets (Tableau or Power BI a plus)</li><li class="leading-relaxed">Equity Exposure (Optional): Carta, Shareworks (supporting non-executive refresh)</li><li class="leading-relaxed">Certified Compensation Professional (CCP) or related certification.</li><li class="leading-relaxed">Experience implementing or managing compensation technology platforms.</li><li class="leading-relaxed">Familiarity with compensation disclosure and reporting in public company environments.</li></ul>At Reltio, we carefully consider a wide range of compensation factors to determine your personal top of market. We rely on market indicators to determine compensation and your specific job family, background, skills, and experience to get it right. These considerations can cause your compensation to vary and will also be dependent on your location.Overall Market Range$95,000 - $177,000 USDReltio is proud to be an equal opportunity workplace. We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity or Veteran status. We also consider qualified applicants regardless of criminal histories, consistent with legal requirements. Reltio is committed to working with and providing reasonable accommodation to applicants with physical and mental disabilities.

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Cisco ThousandEyes is seeking a Senior Engineering Manager for its Account Management Platform. This role involves leading a high-performing team to innovate critical platform capabilities such as user management, authorization, RBAC, auditing, and trial lifecycle management. The manager will drive cross-functional initiatives across Cisco business units, ensuring the delivery of secure, scalable, and reliable platform solutions. The ideal candidate will have significant experience in software engineering management and building enterprise software products with distributed system architectures.

The name ThousandEyes was born from two big ideas: the power to see things not ordinarily possible and the ability to collect insights from a multitude of vantage points. As organizations rely more on cloud services and the Internet, the network has become a black box they can't understand. ThousandEyes gives organizations visibility into the now borderless network, arming them with an accurate understanding of how the network impacts their applications, users and customers. ThousandEyes is used by some of the world's largest and fastest growing brands, including all of the top 5 global software companies, 5 of the top 6 US banks, and 45 of the Fortune 500.

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However, the job posting may be removed earlier if the position is filled or if a sufficient number of applications are received.As a Senior Engineering Leader within ThousandEyes, you will spearhead the growth and leadership of a high-performing team dedicated to powering critical platform capabilities. Your team will own and innovate key systems including user management, authorization, role-based access control (RBAC), auditing, trial lifecycle management, and essential internal tools that empower ThousandEyes personnel.In this pivotal role, you will drive major cross-functional initiatives that extend beyond ThousandEyes, influencing multiple Cisco business units and shaping the future of platform services at scale. Your leadership will be instrumental in delivering secure, scalable, and reliable platform solutions that underpin business success and operational excellence.<h3 class="text-xl md:text-2xl font-bold mt-8 mb-3 text-gray-800">Qualifications</h3><ul class="list-disc list-inside my-5 pl-5 space-y-2 text-gray-700"><li class="leading-relaxed">Have led a team of 4 - 8 engineers, and have 4+ years of software engineering management experience</li><li class="leading-relaxed">Able to clearly communicate needs with a diverse set of stakeholders including technical and non-technical personnel</li><li class="leading-relaxed">Can provide strong technical vision for your team and ensure consistent delivery on objectives</li><li class="leading-relaxed">Have experience formulating a team's technical strategy and roadmap; you've collaborated and partnered effectively with several other teams to execute on shared goals</li><li class="leading-relaxed">Have 5+ years hands on experience building enterprise software products, especially those that use distributed system architectures</li><li class="leading-relaxed">Have experience building products, and have successfully taken significant enhancements and features from inception to production</li><li class="leading-relaxed">Are a strong proponent of Agile software methodologies, such as Scrum, and engineering principles such as Test Driven Development</li><li class="leading-relaxed">Understand how to balance tactical needs with strategic growth and quality-based initiatives that can span multiple quarters</li></ul>Cisco values the perspectives and skills that emerge from employees with diverse backgrounds. That's why Cisco is expanding the boundaries of discovering top talent by not only focusing on candidates with educational degrees and experience but also placing more emphasis on unlocking potential. We believe that everyone has something to offer and that diverse teams are better equipped to solve problems, innovate, and create a positive impact.We encourage you to apply even if you do not believe you meet every single qualification. Not all strong candidates will meet every single qualification. Research shows that people from underrepresented groups are more prone to experiencing imposter syndrome and doubting the strength of their candidacy. We urge you not to prematurely exclude yourself and to apply if you're interested in this work.US – COMPENSATION RANGE – MESSAGE TO APPLICANTS---------------------------------------------------173,100 USD - 282,900 USDMessage to applicants applying to work in the U.S. and/or Canada:When available, the salary range posted for this position reflects the projected hiring range for new hire, full-time salaries in U.S. and/or Canada locations, not including equity or benefits. For non-sales roles the hiring ranges reflect base salary only; employees are also eligible to receive annual bonuses. Hiring ranges for sales positions include base and incentive compensation target. Individual pay is determined by the candidate's hiring location and additional factors, including but not limited to skillset, experience, and relevant education, certifications, or training. Applicants may not be eligible for the full salary range based on their U.S. or Canada hiring location. The recruiter can share more details about compensation for the role in your location during the hiring process.U.S. employees have <a href="https://www.cisco.com/c/en/us/about/careers/we-are-cisco/benefits-and-perks.html" target="_blank" rel="noopener noreferrer" class="text-blue-600 hover:text-blue-800 hover:underline transition-colors duration-200">access</a>to quality medical, dental and vision insurance, a 401(k) plan with a Cisco matching contribution, short and long-term disability coverage, basic life insurance and numerous wellbeing offerings.Employees receive up to twelve paid holidays per calendar year, which includes one floating holiday (for non-exempt employees), plus a day off for their birthday. Non-Exempt new hires accrue up to 16 days of vacation time off each year, at a rate of 4.92 hours per pay period. Exempt new hires participate in Cisco’s flexible Vacation Time Off policy, which does not place a defined limit on how much vacation time eligible employees may use, but is subject to availability and some business limitations. All new hires are eligible for Sick Time Off subject to Cisco’s Sick Time Off Policy and will have eighty (80) hours of sick time off provided on their hire date and on January 1st of each year thereafter. Up to 80 hours of unused sick time will be carried forward from one calendar year to the next such that the maximum number of sick time hours an employee may have available is 160 hours. Employees in Illinois have a unique time off program designed specifically with local requirements in mind. All employees also have access to paid time away to deal with critical or emergency issues. We offer additional paid time to volunteer and give back to the community.Employees on sales plans earn performance-based incentive pay on top of their base salary, which is split between quota and non-quota components. For quota-based incentive pay, Cisco typically pays as follows:.75% of incentive target for each 1% of revenue attainment up to 50% of quota;1.5% of incentive target for each 1% of attainment between 50% and 75%;1% of incentive target for each 1% of attainment between 75% and 100%; and once performance exceeds 100% attainment, incentive rates are at or above 1% for each 1% of attainment with no cap on incentive compensation.For non-quota-based sales performance elements such as strategic sales objectives, Cisco may pay up to 125% of target. Cisco sales plans do not have a minimum threshold of performance for sales incentive compensation to be paid.

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