Porch Group is a leading vertical software and insurance platform and is positioned to be the best partner to help homebuyers move, maintain, and fully protect their homes. We offer differentiated products and services, with homeowners insurance at the center of this relationship. We differentiate and look to win in the massive and growing homeowners insurance opportunity by 1) providing the best services for homebuyers, 2) led by advantaged underwriting in insurance, 3) to protect the whole home. As a leader in the home services software-as-a-service (“Saas”) space, we’ve built deep relationships with approximately 30thousand companies that are key to the home-buying transaction, such as home inspectors, mortgage companies, and title companies. In 2020, Porch Group rang the Nasdaq bell and began trading under the ticker symbol PRCH. We are looking to build a truly great company and are JUST GETTING STARTED. Job Title: Senior Compensation Manager. Location: United States. Workplace Type: Remote. JOB SUMMARY - The future is bright for the Porch Group, and we'd love for you to be a part of it as our Senior Compensation Manager. As part of the global Total Rewards Team, the Senior Compensation Manager is a key individual contributor responsible for designing, implementing, and managing compensation programs and policies that support business objectives and attract, retain, and motivate top talent. This role serves as a trusted advisor to the HRBP team, Talent Acquisition, and business leaders on all things compensation — from executive pay and proxy reporting to broad-based program administration and annual review cycles. You will own meaningful, complex projects end-to-end and bring both analytical rigor and strategic thinking to a small, high-performing team that is still building and evolving its programs. If you thrive in a hands-on environment where your work directly shapes how a Nasdaq-listed company pays and rewards its people, this role is for you. WHAT YOU WILL DO AS A SENIOR COMPENSATION MANAGER - Independently lead the design, execution, and governance of core compensation programs including base salary structures, annual incentive plans, and long-term equity-based compensation, ensuring alignment with business strategy, pay-for-performance principles, and shareholder interests. - Serve as a key contributor to Compensation Committee support, including preparation of materials, analyses, and executive summaries related to executive and broad-based compensation programs. - Support proxy statement (CD&A) development, including drafting inputs, quantitative disclosures, and pay-for-performance analyses in partnership with Legal, Finance, and external advisors. - Own and maintain job architecture and leveling frameworks consistent with Radford methodology; create and update job profiles in Workday. - Lead Porch's annual compensation survey submissions and own relationships with survey providers; serve as primary SME for the survey aggregator Payfactors. - Analyze survey data to understand market trends and maintain and recommend updates to salary structures, pay policies, and practices. - Lead annual and mid-year compensation review cycles (merit, bonus, incentive, and equity), ensuring disciplined execution, adherence to internal controls, and alignment with approved budgets. - Act as a senior compensation advisor to HR Business Partners and business leaders on matters related to hiring, promotions, retention actions, organizational design, and workforce planning. - Partner closely with Finance to manage compensation budgets and forecasts; own the quarterly compensation accrual process in support of accounting quarter-end activities. - Consult on sales compensation, short-term and long-term incentive plans; support annual incentive plan refresh, plan documentation, and goal setting. - Ensure compensation programs comply with all applicable federal, state, and local regulations including equal pay, wage and hour, pay transparency, and public-company disclosure requirements. - Influence cross-functional stakeholders to drive compensation initiatives, policy enhancements, and process improvements through expertise and data-driven recommendations. - Provide functional leadership and mentorship to team members; contribute to developing a positive team culture. WHAT YOU WILL BRING AS A SENIOR COMPENSATION MANAGER - 8 years of progressive experience in compensation, total rewards, or a closely related HR function. - Bachelor's degree in Human Resources, Business Administration, Finance, Economics, or a related field; or equivalent combination of education and experience. - Demonstrated hands-on expertise in executive compensation, including direct experience supporting Compensation Committee materials and proxy statement (CD&A) development — not just exposure through a team or consulting engagement. - Experience in a public-company environment with familiarity with compensation governance, SEC/ SOX requirements, and public disclosure standards. - Advanced ability in conducting market pricing, salary benchmarking, and job evaluation/leveling; experience with Radford/ Aon and/or Mercer survey platforms strongly preferred. - Expert proficiency in Excel including pivot tables, VLOOKUP, and advanced data analysis; strong analytical and quantitative skills with large data sets. - Experience leading or meaningfully contributing to annual compensation review cycles (merit, bonus, equity). - Ability to own projects independently from inception through execution — this is a roll-up-your-sleeves IC role without a large team behind you. - Strong communication skills with demonstrated ability to present compensation concepts clearly to senior leaders and board-level audiences; collaborative, team-oriented style required. - Proficiency with Workday compensation module preferred; experience building or iterating on Workday comp setup is a plus. - Consulting firm background (Aon, Radford, Mercer, WTW, or similar) followed by sustained in-house experience is an ideal profile. - Knowledge of U.S. compensation-related laws and regulations including FLSA, equal pay, pay transparency, and pay equity; non-US compensation awareness a plus. - CCP certification or active progress toward certification preferred. - Master's degree in HR, Finance, or a related field a plus. This position's application window is anticipated to close in 2 weeks (10 business days) from 5/20/2026. Please know this may change based on business and interviewing needs. At this time, Porch Group does not consider applicants from the following states or jurisdictions for Remote positions: Alaska, Delaware, Hawaii, Mississippi, Nebraska, Montana, New Hampshire, West Virginia, or the District of Columbia.