About the team

The People Team at Harry's is here to make Harry’s a better place to do great work, grow our people, and build an innovative business. We are looking for enthusiastic, humble, and curious people-loving-people to join us! 

About the role

This role is made for someone who cares deeply about building compelling compensation programs that uniquely support both the employees and the company for which they work. You know compensation isn’t one-size fits all, and you are dedicated to creating compensation programs that enhance the employee experience. You are excited by the challenge of transforming our approach to compensation, and creating and delivering training that strengthens the understanding around compensation for our leaders and our team. Harry’s is also embarking on a multi-year journey towards greater compensation transparency, so this role is tailor made for someone motivated to evolve our philosophy and build processes and practices that enable us to share deeper insights and data with our team.  

As the Sr. Manager, Compensation, you will be an integral part of the People Team with a focus on US, UK, and Canadian compensation and long term incentives through our equity plan. We are looking for an innovative and customer centric person to design, implement, and communicate compensation plans that attract and retain our talented team. 

What you will accomplish

  • You will help design and implement thoughtful and innovative compensation bands for the organization. You will dig in with People Business Partners (PBPs) and VPs to understand the complexity and nuance of our teams and roles to ensure these bands can scale effectively with the organization's growth.
    • Once built, you will help develop compelling training for our Leadership and People Management community on how to use the bands for new hires, internal offers, and during the promotion/compensation process to make well informed and fair compensation decisions. 
    • You will help evolve our compensation philosophy, constantly pressure testing it to ensure we have the right mix of incentives for our team to keep up with the ever changing compensation environment. You will also lead our approach on compensation transparency, navigating what, how and when we share deeper insights and data with our team. 
  • You will ensure our compensation practices remain fair and equitable by gathering the latest benchmark data, keeping a pulse on the market through our Recruiters and PBPs, and constantly reviewing internal team compensation. You will develop a process for reviewing offers to ensure both internal parity, and competitiveness with the external market. You will also lead our pay equity analysis process with internal and external partners as needed. You will partner with PBPs to make changes to our processes and compensation data based on the outputs of the analysis.
  • You will review and enhance our equity program to ensure it is competitive, highly retentive and thoughtfully designed for both new hires and our existing team. You will help build creative and innovative communications that increase employees' understanding of the potential value of their equity. You will take the lead on reviewing our burn rate, overhang analysis, and other dilution analyses. 
  • You will partner with Finance to develop global compensation budgets, forecast spend, and build a process to ensure our annual and mid-year changes fall within budget and are aligned to business goals. 

This should describe you 

  • You approach problems innovatively and design creative solutions when an obvious one might not exist. You care deeply about the programs and processes you build, ensuring they will work for our team and our unique business. 
  • Have a proven track record of building, implementing and communicating compensation solutions for high growth organizations of various stages and sizes in ways that enhance employee’s understanding of the programs.
  • Will be the trusted go-to resource on compensation. You understand that the nature of a People Team is highly collaborative and a cross functional department and get excited to partner with others, whether it be Recruiting, PBPs, hiring managers, Finance or Legal.
  • Are a consistent voice of reason and are balanced in your approach. You know how to advocate for your point of view and listen to others to get to the best answer for our team. 
  • Love all things related to data. You have an ability to see data and numbers and know how to translate this into something meaningful. You’re willing to get deep into the data when the situation calls for it. You bring an analytical approach to problem solving.
  • Highly organized and great at multitasking. You have systems and processes in place to ensure nothing falls through the cracks. You don't get stressed with a lot thrown at you, and can execute quickly but with a high degree of accuracy.
  • Have excellent judgment and ability to think critically. You have a strong ability to independently make prudent, well-informed decisions, and maintain confidentiality. You operate with a high level of autonomy and have the ability to problem solve, with a track record of solid decision making.

Here's who you'll work with

  • Reporting to the Director of People Operations
  • Working on the People Team
  • Working cross-functionally with and becoming the trusted go-to resource on compensation for Recruiting, PBPs, Finance, and VPs


Harry’s Inc. started in 2013 with simple, fairly priced products that delivered an amazing experience to guys every day. Since then, Harry’s expanded to the UK, developed relationships with retailers such as Target and Walmart, expanded our grooming brand into a personal care powerhouse, and launched a women’s brand called Flamingo.

The key to our success? Our amazing people. From chemists, mechanical engineers, CX associates, to creative directors, sourcing managers, and logistics specialists, Harry’s team is comprised of some of the most brilliant, diverse, and humble people you’ll ever meet.

Our brands answer unmet consumer needs, but our company is a place of inclusion and innovation that attracts some of the brightest minds across industries, geographies, and backgrounds. Whether we have a team of 3 or 300, our core values and our startup mentality remain; we value continuous improvement and learning, teamwork and collaboration, creative problem solving, and open and direct dialogue and feedback. Come for the coffee and free products, stay for the amazing, passionate culture.


Harry’s is committed to bringing together individuals from different backgrounds and perspectives. We strive to create an inclusive environment where everyone can thrive, feel a sense of belonging, and do great work together.

Harry’s is an Equal Opportunity Employer, providing equal employment and advancement opportunities to all individuals. We recruit, hire and promote into all job levels the most qualified applicants without regard to race, color, creed, national origin, religion, sex (including pregnancy, childbirth and related medical conditions), parental status, age, disability, genetic information, citizenship status, veteran status, gender identity or expression, transgender status, sexual orientation, marital, family or partnership status, political affiliation or activities, military service, domestic violence victim status, arrest/conviction record, sexual or reproductive health decisions, caregiver status, credit history immigration status, unemployment status, traits historically associated with race, including but not limited to hair texture and protective hairstyles or any other status protected under applicable federal, state and local laws. Harry’s commitment to providing equal employment opportunities extends to all aspects of employment, including job assignment, compensation, discipline and access to benefits and training.

We respect the laws enforced by the EEOC and are dedicated to going above and beyond in fostering diversity across our company.

Apply for this Job

* Required

U.S. Equal Opportunity Employment Information (Completion is voluntary)

Individuals seeking employment at Harry's are considered without regards to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, or sexual orientation. You are being given the opportunity to provide the following information in order to help us comply with federal and state Equal Employment Opportunity/Affirmative Action record keeping, reporting, and other legal requirements.

Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Form CC-305

OMB Control Number 1250-0005

Expires 05/31/2023

Voluntary Self-Identification of Disability

Why are you being asked to complete this form?

We are a federal contractor or subcontractor required by law to provide equal employment opportunity to qualified people with disabilities. We are also required to measure our progress toward having at least 7% of our workforce be individuals with disabilities. To do this, we must ask applicants and employees if they have a disability or have ever had a disability. Because a person may become disabled at any time, we ask all of our employees to update their information at least every five years.

Identifying yourself as an individual with a disability is voluntary, and we hope that you will choose to do so. Your answer will be maintained confidentially and not be seen by selecting officials or anyone else involved in making personnel decisions. Completing the form will not negatively impact you in any way, regardless of whether you have self-identified in the past. For more information about this form or the equal employment obligations of federal contractors under Section 503 of the Rehabilitation Act, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.

Disabilities include, but are not limited to:

  • Autism
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, or HIV/AIDS
  • Blind or low vision
  • Cancer
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or hard of hearing
  • Depression or anxiety
  • Diabetes
  • Epilepsy
  • Gastrointestinal disorders, for example, Crohn's Disease, or irritable bowel syndrome
  • Intellectual disability
  • Missing limbs or partially missing limbs
  • Nervous system condition for example, migraine headaches, Parkinson’s disease, or Multiple sclerosis (MS)
  • Psychiatric condition, for example, bipolar disorder, schizophrenia, PTSD, or major depression

1Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.