Senior Manager of Compensation

Copart, Inc. a technology leader and the premier online vehicle auction platform globally, with over 200 facilities located across the world, Copart links vehicle sellers to more than 750,000 buyers in over 190 countries.  We believe in providing an unmatched experience, every day and everywhere, driven by our people, processes, and technology. 

The Senior Manager, Compensation will serve as Copart’s senior in-house expert on compensation strategy, market competitiveness, and core compensation programs. This role is responsible for ensuring our pay practices are competitive, equitable, compliant, and operationally excellent across the organization.

This leader will own job architecture benchmarking, market pricing, annual merit, bonus, and equity cycles, and will play a critical role in evolving Copart’s global incentive strategy. The role partners closely with Total Rewards, HR Business Partners, Payroll, HRIS, Finance, and business leaders to ensure compensation programs are well-designed, well-governed, and flawlessly executed.

The ideal candidate is both strategic and hands-on — someone who can design frameworks and also personally ensure the work gets done accurately, on time, and at scale.

Key Responsibilities

Compensation Strategy & Market Competitiveness

• Own Copart’s job benchmarking and market pricing strategy across corporate, field, and operational roles.
• Build and maintain a scalable process to ensure Copart remains externally competitive and internally equitable.
• Partner with HR Business Partners and business leaders to evaluate new and evolving roles against the external market and internal structures.
• Maintain and evolve Copart’s job architecture, job leveling, and pricing governance frameworks.
• Provide data-driven guidance on pay decisions, promotions, new hire offers, and structural changes.

Annual Compensation Programs (Merit, Bonus, Equity)

• Serve as the subject matter expert and operational owner of Copart’s annual merit, bonus, and equity cycles.
• Design, manage, and execute end-to-end annual compensation processes, including modeling, budgeting, guidelines, and implementation.
• Partner closely with Payroll, Finance, HRIS, and HR leadership to ensure flawless execution, accurate payouts, and strong controls.
• Develop manager tools, training, and communications to improve decision quality and consistency.

Incentive & Variable Pay Strategy

• Partner with the Total Rewards leadership team to define and evolve a clearer, more consistent global incentive strategy.
• Support the design, governance, and administration of short-term and long-term incentive programs.
• Ensure incentive plans are aligned to business performance, operational priorities, and Copart’s culture of ownership and results.

Survey Participation & Market Data Management

• Own participation in compensation surveys and external market data sources.
• Partner with HRIS and Total Rewards Operations to complete annual data submissions accurately and on time.
• Ensure data quality, job matching accuracy, and strong documentation of pricing decisions and methodologies.
• Continuously evaluate market data sources and recommend improvements or changes to Copart’s benchmarking approach.

Governance, Controls & Compliance

• Establish and maintain strong compensation governance, controls, and audit-ready processes.
• Ensure compensation programs comply with applicable laws and regulations (e.g., pay equity, wage & hour, disclosure requirements).
• Lead or support pay equity analyses and remediation planning in partnership with Legal, HR, and Finance.
• Document policies, guidelines, and decision frameworks to ensure consistency and scalability.

Partnership & Enablement

• Act as a trusted advisor to HR Business Partners and business leaders on compensation strategy and decisions.
• Translate complex compensation topics into practical guidance for leaders and managers.
• Partner closely with Payroll to ensure all compensation changes, awards, and programs are executed accurately and on time.
• Collaborate with HRIS to improve tools, reporting, and system-enabled compensation processes.

Team & Capability Building

• Contribute to building a high-performing, modern Total Rewards function with strong analytical and operational capabilities.
• Mentor and develop compensation and Total Rewards team members as the function grows.
• Drive continuous improvement, simplification, and automation of compensation processes.

Qualifications

Education & Experience

• Bachelor’s degree in Human Resources, Finance, Economics, Business, or related field required; advanced degree or certification (CCP, etc.) preferred.
• 8–12+ years of progressive compensation or Total Rewards experience in complex, multi-site or global organizations.
• Demonstrated experience owning merit, bonus, and equity cycles.
• Strong background in job architecture, market pricing, and compensation governance.
• Experience partnering with Payroll, HRIS, Finance, and HR Business Partners in matrixed environments.

Skills & Attributes

• Strong analytical and financial modeling skills with the ability to translate data into business decisions.
• Highly detail-oriented with a strong bias toward accuracy, controls, and operational excellence.
• Business-minded, pragmatic, and able to balance competitiveness, equity, and cost discipline.
• Comfortable operating both strategically and hands-on.
• Strong communication skills and ability to influence leaders with data and sound judgment.
• Entrepreneurial mindset with a continuous improvement orientation.

Success Measures

• Clear, scalable, and well-governed compensation frameworks across the organization.
• High-quality, on-time execution of merit, bonus, and equity cycles with minimal issues or rework.
• Improved market competitiveness and internal equity outcomes.
• Strong confidence from leaders and HR partners in compensation guidance and processes.
• Reduced compensation-related risk through strong controls, documentation, and compliance.
• Measurable progress toward a more consistent, performance-aligned global incentive strategy.

Benefits Summary: 
·        Medical/Dental/Vision 
·        401k plus a company match 
·        ESPP - Employee Stock Purchase Plan 
·        EAP - Employee Assistance Program (no cost to you) 
·        Vacation & Sick pay 
·        Paid Company Holidays 
·        Life and AD&D Insurance 
·        Discounts 
Along with many other employee benefits. 
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At Copart, we are focused on harnessing the power of diversity, inclusion, and collaboration. By embracing diverse perspectives, we open doors to innovation and unleash the full potential of our team. We are dedicated to fostering a workplace where everyone feels appreciated, included, and inspired to grow and contribute meaningfully.

E-Verify Program Participant: Copart participates in the Department of Homeland Security U.S. Citizenship and Immigration Services' E-Verify program (For U.S. applicants and employees only). Please click below to learn more about the E-Verify program:

• E-verify Participation
• Right to Work