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Job Overview Want to shape how the Un-carrier grows? T-Mobile is looking for a Senior M&A Compensation Manager to lead the strategy that powers our most important investments: our people. This is a rare opportunity to shape the future at an industry leader that’s redefining wireless and the employee experience. You will own and run the compensation strategy across every stage of the M&A journey, leading how we evaluate, design, and integrate pay, equity, and retention programs that turn bold growth into lasting success. You will collaborate with leaders across HR, Finance, Legal, and Tax to design scalable compensation solutions that align with T-Mobile’s strategy for newly acquired entities and keep people at the center of every acquisition. From advising on deal strategy, your work will shape how T-Mobile attracts, rewards, and retains exceptional talent through change. If you are a forward-thinking compensation expert who thrives on strategy, collaboration, and complexity, and you want to see your work directly shape how a company grows, this is your moment.
By using deep technical knowledge in equity plans, retention strategies, and regulatory considerations, this position ensures the alignment of compensation frameworks with T-Mobile's strategic goals. This position also plays a crucial role in safeguarding the value and retention of critical talent during transitions. Overall, this role is pivotal in enhancing T-Mobile's capability to efficiently integrate and optimize new partnerships and acquisitions.
** This is a hybrid role (3 days/week in the office) and can be based in Overland Park, KS or Frisco, TX **
Job Responsibilities:
- Serve as a subject matter authority on enterprise compensation for business transformations, including org design shifts, new business integrations, or cross-company harmonization efforts. Ensure consistency and competitiveness of compensation philosophy through change.
- Conduct market research and peer benchmarking to inform compensation programs. Analyze evolving trends across industries, especially in the context of enterprise growth and strategic change.
- Sets deal-specific compensation strategy (pay philosophy, harmonization, retention, equity, one-time payouts); defines standards and decision frameworks; owns executive and leadership compensation recommendations.
- Leads compensation diligence; advises deal teams and senior leaders on risks, tradeoffs, and design options; influences the best deal outcomes for employees and the business through compensation strategy.
- Manage the Compensation sections of the HR M&A Playbooks, tools/templates and lessons learned. Track all Compensation related work via workplans, RAID logs and leadership readout materials. Establish standard methodologies for current and future M&A/International growth work.
- Partner with key teams to support compensation decisions related to leadership transitions, enterprise projects, or internal reorganizations.
- Partners with Integration IMO to define timelines, milestones, dependencies, and critical-path compensation deliverables. Leads internal processes with procurement, cyber, legal and other key partners.
- Facilitate cross-functional alignment needed for integration activities and ad-hoc leadership requests. Create materials to capture the ask, the options, associated costs/technology, downstream impacts and recommendations from subject matter experts.
- Ad-hoc reporting to HR leaders to drive decision making, highlight risks and collaborative decision making.
Qualifications:
- Bachelor’s degree in Business, HR Management, Accounting, Finance, or a related field, or equivalent combination of education and experience (required); Master’s/MBA or advanced (preferred).
- 7–10 years of total rewards/compensation experience with exposure to international or multi-country compensation programs.
- 2–4 years direct M&A integration or transaction experience, with exposure to compensation workstreams across the deal lifecycle, including cross-border or international transactions, either in-house or in an advisory/consulting capacity.
- 2–4 years technical expertise in equity programs, change-in-control practices, retention plans, and related global regulatory and tax considerations.
- Strong capability to collaborate across legal, tax, finance, HR, and other functions to design and implement compensation solutions for complex transactions, including those involving international employee populations, and multiple groups.
- Deep understanding of compliance, governance, and regulatory requirements related to compensation and equity plans within domestic and cross-border M&A contexts.
- Proven ability to navigate and resolve complex compensation challenges, including retention risks, harmonization issues, and deal considerations.
- Advanced analytical skills to evaluate compensation structures for competitiveness, consistency, and business alignment.
- Skilled in negotiating compensation terms that support talent retention and ensure smooth deal execution.
- Demonstrated strength in inspiring change and managing compensation transitions through fast-paced, high-impact M&A activities.
- Strong project management and business-case development skills, with the ability to organize, prioritize, and implement across multiple workstreams.
Licenses and Certifications:
- Certified Compensation Professional (CCP) preferred
- Senior Professional in Human Resources (SPHR) preferred
- Certified Merger Acquisition Advisor (CM) preferred
- At least 18 years of age
- Legally authorized to work in the United States
Travel: Travel Required (Yes/No): Yes
DOT Regulated: DOT Regulated Position (Yes/No): No Safety Sensitive Position (Yes/No): No
Base Pay Range: $110,400 - $199,200
Corporate Bonus Target: 20%
The pay range above is the general base pay range for a successful candidate in the role. The successful candidate’s actual pay will be based on various factors, such as work location, qualifications, and experience, so the actual starting pay will vary within this range.
At T-Mobile, employees in regular, non-temporary roles are eligible for an annual bonus or periodic sales incentive or bonus, based on their role. Most Corporate employees are eligible for a year-end bonus based on company and/or individual performance and which is set at a percentage of the employee’s eligible earnings in the prior year. Certain positions in Customer Care are eligible for monthly bonuses based on individual and/or team performance. To find the pay range for this role based on hiring location, https://paylookup.t-mobile.com/paylookup?reqID=REQ339572¶dox=1
At T-Mobile, our benefits exemplify the spirit of One Team, Together! A big part of how we care for one another is working to ensure our benefits evolve to meet the needs of our team members. Full and part-time employees have access to the same benefits when eligible. We cover all of the bases, offering medical, dental and vision insurance, a flexible spending account, 401(k), employee stock grants, employee stock purchase plan, paid time off and up to 12 paid holidays - which total about 4 weeks for new full-time employees and about 2.5 weeks for new part-time employees annually - paid parental and family leave, family building benefits, back-up care, enhanced family support, childcare subsidy, tuition assistance, college coaching, short- and long-term disability, voluntary AD&D coverage, voluntary accident coverage, voluntary life insurance, voluntary disability insurance, and voluntary long-term care insurance. We don't stop there - eligible employees can also receive mobile service & home internet discounts, pet insurance, and access to commuter and transit programs! To learn about T-Mobile’s amazing benefits, check out _www.t-mobilebenefits.com_.
Never stop growing! As part of the T-Mobile team, you know the Un-carrier doesn’t have a corporate ladder–it’s more like a jungle gym of possibilities! We love helping our employees grow in their careers, because it’s that shared drive to aim high that drives our business and our culture forward. By applying for this career opportunity, you’re living our values while investing in your career growth–and we applaud it. You’re unstoppable!
T-Mobile USA, Inc. is an Equal Opportunity Employer. All decisions concerning the employment relationship will be made without regard to age, race, ethnicity, color, religion, creed, sex, sexual orientation, gender identity or expression, national origin, religious affiliation, marital status, citizenship status, veteran status, the presence of any physical or mental disability, or any other status or characteristic protected by federal, state, or local law. Discrimination, retaliation or harassment based upon any of these factors is wholly inconsistent with how we do business and will not be tolerated.
Talent comes in all forms at the Un-carrier. If you are an individual with a disability and need reasonable accommodation at any point in the application or interview process, please let us know by emailing ApplicantAccommodation@t-mobile.com or calling 1-844-873-9500. Please note, this contact channel is not a means to apply for or inquire about a position and we are unable to respond to non-accommodation related requests.