Job Opportunities

The Manager, Compensation is a strategic leader responsible for the design, governance, and execution of market-competitive, equitable, and compliant compensation programs. This role partners closely with HR, Finance, and senior business leaders to drive compensation strategy aligned with organizational objectives. The Manager leads key compensation processes and develops scalable solutions that enhance decision-making, employee experience, and business performance. This role may also provide guidance and oversight to junior team members or project teams.

The Day-to-Day

• Lead job architecture and market pricing strategy, including job evaluation, benchmarking, and alignment to external market and internal equity.
• Oversee the design, implementation, and continuous evolution of salary structures, job leveling frameworks, and pay programs.
• Establish and maintain deep expertise in the organization's job architecture; partner with HRIS to ensure governance, integrity, and scalability within Workday.
• Serve as a strategic advisor to HR Business Partners and senior business leaders on compensation philosophy, complex pay decisions, and organizational design implications.
• Lead enterprise-wide pay equity analysis and pay transparency initiatives; provide recommendations and drive action planning aligned with regulatory and organizational standards.
• Own the end-to-end annual compensation cycle (merit, bonus, equity where applicable), including modeling, system readiness, execution, and stakeholder communication.
• Analyze outcomes and deliver post-cycle insights to leadership; identify trends, risks, and opportunities to improve program effectiveness.
• Oversee the design, administration, and payout governance of short-term incentive (STIP) programs.
• Partner with Finance to support workforce planning, budgeting, and forecasting, including total labor cost modeling.
• Ensure compliance with all applicable laws and regulations (e.g., FLSA, pay equity, pay transparency) and proactively assess emerging risks.
• Provide oversight of equity compensation programs and related processes, where applicable, including governance and operational execution.
• Lead preparation of compensation-related disclosures and documentation for audits, regulatory filings, and external reporting (e.g., Proxy Statement), as applicable.
• Drive compensation-related projects and transformation initiatives, improving processes, systems, and overall effectiveness.
• Mentor and develop junior team members; provide guidance, prioritization, and subject matter expertise across the compensation function.

Is This You?

• Strong leadership and ownership, with accountability for enterprise-level compensation outcomes.
• Ability to lead complex, cross-functional initiatives and influence at senior levels of the organization.
• Deep expertise in compensation strategy, program design, and market analytics.
• Advanced analytical and problem-solving skills with the ability to translate data into strategic insights and recommendations.
• Strong business acumen and ability to align compensation strategies with organizational priorities.
• Excellent stakeholder management and influencing skills, including navigating ambiguity and competing priorities.
• Proven ability to drive change, optimize processes, and implement scalable solutions.
• Advanced proficiency in Workday and compensation tools; strong Excel/data modeling capabilities.

Competencies:

• Strategic Thinking, Planning and Organizing, Influencing, Communication, Courage, Collaboration, Emotional Intelligence, Continuous Improvement, Decision Making, Talent Development

Experience:

• University degree with 10+ years of progressive compensation experience, including experience leading programs or projects; prior people management or informal leadership experience preferred. Advanced degree or CCP certification is a plus.

For applicants residing in CO, the salary range for this role is from $130,000-$150,000. Benefits: 401(k); medical/dental/vision insurance; employee share purchase plan, PTO, and STI.

SSR Mining Inc. is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.

Employment Equity:

At SSR Mining Seabee Gold Operation, we are dedicated to developing a talented and diverse workforce that reflects the communities where we operate. We actively promote employment equity and invite applicants to voluntarily indicate if they belong to a designated group during the hiring process. Employment equity is not about quotas or hiring individuals who are not qualified. Rather, it aims to broaden the pool of qualified candidates including women, Indigenous peoples, visible minorities, and individuals with disabilities and to eliminate barriers that may hinder their full participation in the workforce.

Women:

This describes a person who self identifies a woman. The definition recognizes that gender is a self-identification that does not necessarily match the sex of an individual.

Aboriginal People:

As per the definition contained in the Canadian Employment Equity Act, Aboriginal Peoples, refers to persons who are Indian, Inuit or Mtis.

Persons with Disabilities:

Examples include, but are not limited to:

• Blindness or visual impairment (unable to see or having difficulty seeing, glaucoma; however, this does not include persons who can see well with glasses or contact lenses)
• Co-ordination or dexterity impairment (difficulty using hands or arms, for example, grasping or handling tools or using a keyboard)
• Deafness or hearing impairment (unable to hear or having difficulty hearing)
• Mobility impairment (difficulty moving around, walking long distances or difficulty moving using stairs)
• Speech impairment (unable to speak or difficulty speaking and being understood)
• Other disabilities (e.g., learning disabilities, developmental disabilities and all other types of disabilities)

Members of Visible Minorities:

Examples include, but are not limited to:

• Non-white Latin American (including Indigenous people from Central and South America)
• Black
• East Asian (e.g., Chinese, Japanese, Korean)
• South Asian/East Indian (e.g., Indian, Pakistani, Bangladeshi, or East Indian from Guyana, Trinidad or East Africa)
• Southeast Asian (e.g., Burmese, Cambodian, Filipino, Laotian, Thai, Vietnamese)
• Non-white West Asian, North African or Arab (e.g., Iranian, Lebanese, Egyptian, Libyan)
• People of mixed origin (e.g. with one parent member of a visible minority group)

The information you are asked to provide is essential for Seabee Gold Operation to comply with the requirements of the Federal Contractors Legislation, and in helping Seabee Gold Operation identify and address workplace barriers by developing employment equity programs and policies. Although participation in completing this survey is voluntary, it is important for us to obtain the most accurate representation of our current workforce.

The information you provide will be kept CONFIDENTIAL and will be used to compile an overview of Seabee Gold Operation's workforce for government compliance purposes. In addition, the summarized results will be used to determine the distribution of designated group members in our workforce, analyze the current results, and track future progress in achieving a representative workforce. This information will not be placed in your employee files.