At Morgan & Morgan, the work we do matters. For millions of Americans, we’re their last line of defense against insurance companies, large corporations or defective goods. From attorneys in all 50 states, to client support staff, creative marketing to operations teams, every member of our firm has a key role to play in the winning fight for consumer rights. Our over 6,000 employees are all united by one mission: For the People.
Morgan & Morgan is hiring a Manager of Bonus Operations to lead the administration, calculation, and continuous improvement of firm bonus programs — attorney plans, case manager plans, staff bonuses, and incentive bonuses — across every subsidiary and legal division. The role owns the Spiff platform, the team that runs it, and the cross-functional relationships with controllers, operations leadership, HR, and IT that turn bonus terms set elsewhere into reliable payouts.
M&M operates across multiple subsidiaries and practice areas, each with its own attorney compensation structures and pre-suit bonus arrangements. That complexity is real and largely unavoidable. The Manager of Bonus Operations is the coordinating leader for how M&M communicates, computes, and pays bonuses, ensuring those processes run cleanly across subsidiaries and legal divisions.
This is a build role. We're working to build out the function to automate away the manual work required to calculate bonuses, and to coordinate disparate teams so the work flows fluidly across them. The Manager will inherit a working Spiff platform, a small operations team, and a backlog of automation and operational improvements already scoped and in flight.
Key responsibilities:Spiff platform ownership- Hold end-to-end accountability for Spiff as M&M's bonus calculation and payout system of record.
- Build deep working knowledge of every aspect of the Spiff platform — code and logic, new plan builds, automation, statement error remediation, and Level 3 ticket support — and serve as the firm's principal owner of how the system is configured and operated.
- Drive the technical roadmap already scoped — automating data uploads from UKG, Salesforce, and other source systems, such as team and case staff plan assignments, and development of automated ticket assignments.
- Maintain the firm's attorney comp agreement repository as the system of record for executed plan terms, and partner with HR to embed comp addendum collection in the attorney onboarding workflow.
- Lead the Spiff Team day to day: three operational team members covering Level 1 and Level 2 ticket support, data uploads, and onboarding/offboarding of attorneys and case staff in Spiff, plus a tenured technical consultant who owns the configuration of Spiff rules and logics.
- Build the team's coverage model so single-point-of-failure risk goes away — cross-training, documented runbooks, and on-call rotation during payroll week.
- Set performance expectations, run development conversations, and grow the team as cross-subsidiary scope expands.
- Controllers and accounting — coordinate the operational handoffs around attorney statement approvals, data uploads from operations teams, accruals, and treasury reporting. Be the go-to escalation point when bonus questions cross the controller / Spiff line.
- Bonus design teams — advocate to the teams that set bonus terms (attorney, case manager, staff, incentive) for choices that allow the system to compute every variable cleanly and automatically.
- Operations leadership — establish clear points-of-contact across legal divisions for bonus issues so the front-line teams are not routing every question into the Spiff Team.
- HR and payroll — partner on bonus visibility, onboarding workflows, and the data feeds that flow into Spiff.
- Reporting partners — hand off recurring bonus reporting to the right downstream owners.
- Own the firm's communication cadence around bonuses — schedule, exceptions, plan changes — to controllers, operations leadership, finance leadership, and HR.
- Brief finance executives on bonus metrics, exceptions, and proposed changes.
- 5+ years in compensation, finance operations, or a closely related discipline, with at least 3 years leading a team or function.
- Hands-on experience administering attorney compensation, sales compensation, or comparably complex variable-comp programs at a multi-entity organization.
- Strong working knowledge of compensation platforms (Spiff, CaptivateIQ, Xactly, or equivalent). Ability to read the existing Spiff implementation and partner credibly with the technical SME.
- Demonstrated track record of moving a bonus operations function from reactive ticket-handling into proactive process and automation.
- Executive-grade communication skills with both finance leadership and practice area operators; comfortable in front of executive leadership and controllers, and willing to push back constructively when proposed plan changes create downstream problems.
- Experience in a multi-entity environment with subsidiary-level financial autonomy, or in complex sales organizations or comparably intricate data structures.
- Comfort with M&M's app stack — or the ability to ramp quickly: Spiff (bonus administration), Salesforce (case management / records system), NetSuite (general ledger), UKG (HR), and the integration layer between them.
- Experience with ticketing platforms (FreshService, Jira Service Management).
- Background that combines bonus operations with hands-on systems work — i.e., someone who can hold a roadmap conversation with finance leadership in the morning and debug a calculation in Spiff in the afternoon.
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Benefits
Morgan & Morgan is a leading personal injury law firm dedicated to protecting the people, not the powerful. This success starts with our staff. For full-time employees, we offer an excellent benefits package including medical and dental insurance, 401(k) plan, paid time off and paid holidays.
Equal Opportunity Statement
Morgan & Morgan provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.
E-Verify
This employer participates in E-Verify and will provide the federal government with your Form I-9 information to confirm that you are authorized to work in the U.S. If E-Verify cannot confirm that you are authorized to work, this employer is required to give you written instructions and an opportunity to contact Department of Homeland Security (DHS) or Social Security Administration (SSA) so you can begin to resolve the issue before the employer can take any action against you, including terminating your employment. Employers can only use E-Verify once you have accepted a job offer and completed the I-9 Form.
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