Compensation will vary based on geographic location and level. Leveling, as well as positioning within a level, is determined by a range of factors, including, but not limited to, a candidate's relevant years of experience, domain knowledge, and interview performance. The salary range listed in this posting is representative of the range of levels being considered for this position.

At Serve Robotics, we’re reimagining how things move in cities. Our personable sidewalk robot is our vision for the future. It’s designed to take deliveries away from congested streets, make deliveries available to more people, and benefit local businesses.

The Serve fleet has been delighting merchants, customers, and pedestrians along the way in Los Angeles, Miami, Dallas, Atlanta and Chicago while doing commercial deliveries. We’re looking for talented individuals who will grow robotic deliveries from surprising novelty to efficient ubiquity.

Who We Are

We are tech industry veterans in software, hardware, and design who are pooling our skills to build the future we want to live in. We are solving real-world problems leveraging robotics, machine learning and computer vision, among other disciplines, with a mindful eye towards the end-to-end user experience. Our team is agile, diverse, and driven. We believe that the best way to solve complicated dynamic problems is collaboratively and respectfully.

JOB OVERVIEW

The Compensation Manager owns Serve’s compensation programs and is the primary advisor on all compensation-related decisions. This role builds and scales compensation frameworks, supports the development of Serve’s compensation philosophy, and ensures pay practices are competitive, equitable, and aligned to business needs.

JOB DUTIES

Partner with Total Rewards leadership to define and operationalize Serve’s compensation philosophy
Design and maintain salary bands, job architecture, and leveling alignment across the organization
Partner with Leadership and key business stakeholders to support annual compensation processes including merit, promotions, and market adjustments
Own market benchmarking and provide data-driven recommendations on pay positioning
Advise HRBPs and business leaders on offers, promotions, and complex compensation scenarios
Conduct internal equity analyses and recommend actions to address gaps
Ensure compliance with federal, state, and local pay regulations, including pay transparency
Establish and maintain governance, processes, and documentation for compensation decisions
Partner with Human Resources and Rippling to ensure data accuracy and scalable compensation processes
Develop dashboards and reports on compensation metrics (pay equity & trends)

EXPERIENCE, QUALIFICATIONS, & SKILLS

Required Experience, Qualifications, and Skills

5–8+ years of compensation experience, including program design and execution
Experience building or evolving compensation structures and frameworks in a public company
Expert level proficiency with Microsoft Excel, v-look ups, pivot tables, and data modeling
Strong analytical and problem-solving skills with the ability to interpret and apply data
Experience partnering with HR, Finance, and business leaders at all levels
Proven experience scaling in a hyper-growth environment
People first and action oriented mindset; willing to roll up your sleeves attitude
Proven leadership presence and interpersonal skills, with the ability to communicate effectively at all levels of the organization.
Strategic thinker with excellent problem-solving abilities.

Preferred Experience, Qualifications, and Skills

Experience in high-growth, tech, or operations-driven environments
Experience supporting both hourly and salaried, domestic, and international employee populations
Familiarity with compensation benchmarking tools (e.g., AON/Radford, Pave)
CCP designation

Additional Information

Limited travel may be required on a quarterly basis

Compensation Range: $145K - $165K

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