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Strategy Manager Jobs in Seattle, WA (NOW HIRING)

Nintendo

Retail & Digital Strategy Manager

Redmond, WA · On-site

$120K - $217K/yr

Manages the quarterly sales planning processes, meetings and strategies. * Creates comprehensive programs and launch content for internal teams and retail partners. * Implements strategies to enhance ...

Nintendo

Retail & Digital Strategy Manager

Redmond, WA · Hybrid

$63K - $80K/yr

Manages the quarterly sales planning processes, meetings and strategies. * Creates comprehensive programs and launch content for internal teams and retail partners. * Implements strategies to enhance ...

Cisco

Strategy & Planning Manager

Bellevue, WA · On-site

$198K - $273K/yr

Minimum Qualifications * 2-3+ years in management consulting or corporate strategy, ideally with a top-tier consulting firm or technology company * Bachelor's degree in Business, Economics ...

DocuSign

GTM Strategy & Operations Manager

Seattle, WA · On-site +1

$132K - $206K/yr

What you'll do As a GTM Strategy & Operations Manager, you are a highly-motivated self-starter who is responsible for helping to design, drive and execute against business-level priority initiatives ...

Nestle

Manager E-Commerce Strategy

Seattle, WA

The Manager will serve as a strategic connector across Brand, Sales, Category Development, Supply Chain, Digital Shelf, Retail Media, IT, Data Governance, Analytics, Global, and CDG teams to ...

Meta

Data Center Location Strategy Manager

Seattle, WA

$202K/yr

Meta is seeking a Data Center Location Strategy Manager to lead the long-range site selection and geographic portfolio strategy that underpins Meta's global data center infrastructure. In this role ...

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Strategy Manager information

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$63.2K

$141.9K

$247.5K

How much do strategy manager jobs pay per year?

As of Aug 21, 2026, the average yearly pay for strategy manager in Seattle, WA is $141,863.00, according to ZipRecruiter salary data. Most workers in this role earn between $102,400.00 and $179,200.00 per year, depending on experience, location, and employer.

What is a strategy manager?

A strategy manager oversees an organization’s progress toward departmental goals. As a strategy manager, you work closely with senior-level administrators to determine how best to reach the company’s objectives. Job duties vary, depending on the industry and the type of company, but they typically include collecting and analyzing data, researching trends, and mapping out plans to reach your goals. You may also train employees on how to implement your strategies more efficiently. Strategy managers typically work within a specific department of a large company, such as marketing, sales, or distribution. For example, a sales strategy manager serves as a liaison between upper management and the sales team, networks with potential clients and other business contacts, and trains the sales department on how to increase sales.

What are the key skills and qualifications needed to thrive as a strategy manager, and why are they important?

To thrive as a Strategy Manager, you need strong analytical skills, business acumen, and experience in strategic planning, often supported by a degree in business, economics, or a related field. Familiarity with data analysis tools (such as Excel, Tableau, or Power BI), financial modeling, and consulting frameworks is commonly required, and an MBA or similar certification is advantageous. Exceptional communication, leadership, and stakeholder management skills help drive alignment and effective execution of strategic initiatives. These skills are essential for guiding organizations toward long-term goals, making informed decisions, and maintaining a competitive edge.

How does a strategy manager typically collaborate with other departments within an organization?

Strategy Managers work closely with a variety of departments—including finance, marketing, operations, and executive leadership—to ensure organizational goals are aligned and strategic initiatives are executed effectively. They often facilitate cross-functional meetings, gather input from diverse stakeholders, and synthesize data to inform decision-making. This collaborative environment helps Strategy Managers identify potential challenges early and promotes buy-in for new initiatives across the company. Success in the role often depends on strong communication and relationship-building skills.

What is the difference between Strategy Manager vs Business Analyst?

AspectStrategy ManagerBusiness Analyst
Required CredentialsBachelor's degree; often MBA; strategic planning certificationsBachelor's degree; certifications like CBAP or PMI-PBA beneficial
Work EnvironmentCorporate strategy teams, consulting firms, senior managementProject teams, operational departments, consulting projects
Employer & Industry UsageLarge corporations, consulting firms, finance, techVarious industries including finance, healthcare, tech, and manufacturing

The main difference between a Strategy Manager and a Business Analyst lies in their focus and scope. Strategy Managers develop long-term plans and oversee strategic initiatives, while Business Analysts analyze business processes and support project implementation. Strategy Managers typically operate at a higher strategic level, whereas Business Analysts focus on specific projects and operational improvements.

How much do strategy managers make in the US?

Strategy managers in the US typically earn a median annual salary of around $100,000 to $130,000, with experienced professionals and those in senior roles earning higher. Compensation can vary based on industry, location, and level of experience, and may include bonuses and benefits.

What does a strategy manager do?

A strategy manager develops and implements long-term plans to help an organization achieve its goals. They analyze market trends, assess internal capabilities, and collaborate with leadership to identify growth opportunities, often using tools like SWOT analysis and strategic frameworks. Strong analytical, communication, and leadership skills are essential for success in this role.
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Strategy Manager jobs near you
Infographic showing various Strategy Manager job openings in Seattle, WA as of August 2026, with employment types broken down into 86% Full Time, 12% Part Time, and 2% Contract. Highlights an 83% Physical, 2% Hybrid, and 15% Remote job distribution, with an average salary of $141,863 per year, or $68.2 per hour.

Sr. Compensation Strategy Manager

The Pokémon Company International

Bellevue, WA

Full-time

Medical, Life, Retirement, PTO

Re-posted 8 days ago

Job description

Get to know The Pokémon Company International

The Pokémon Company International manages the Pokémon property outside of Asia and is responsible for brand management, licensing and marketing, the Pokémon Trading Card Game, the animated TV series, home entertainment, and the official Pokémon website. Pokémon was launched in Japan in 1996 and today is one of the most popular children’s entertainment properties in the world. 

Learn more online at corporate.pokemon.com and pokemon.com.

Why This Role is Special 

At The Pokémon Company International, executive compensation is a critical strategic lever. As the Sr. Compensation Strategy Manager, this role will independently own complex, high‑stakes work from concept through execution while shaping how executive rewards reinforce performance, leadership expectations, and business outcomes. 

The Sr. Compensation Strategy Manager is a senior individual contributor who serves as a trusted advisor of executive compensation programs aligned with the business strategy, performance outcomes, and leadership priorities. This role will lead:

  • Enterprise-wide program design, governance & compliance
  • Market intelligence & analytics 
  • Executive cycles & transactions 
  • Enterprise alignment & stakeholder Influence 

Without relying on formal authority, this role will offer the opportunity to influence senior leaders and cross‑functional partners through expertise, credibility, and sound judgment. This work will strengthen decision quality, governance, and alignment as part of a purpose‑driven organization that values collaboration, accountability, and long‑term impact while delivering joy to millions of fans worldwide.

What you’ll Do  

Program Design, Governance & Compliance 

  • Plan and deliver executive and enterprise compensation program work within a 1–2 year horizon, by anticipating business, talent, performance, and governance needs. 
  • Design, administer, and iterate on executive and enterprise compensation programs (base salary, annual incentives, long‑term incentives, deferred compensation, and perks) aligned with company strategy and pay‑for‑performance principles.
  • Apply enterprise systems thinking to ensure executive compensation programs integrate coherently with broader compensation architecture, including job levels, pay structures, incentive frameworks, and career progression models. 
  • Identify opportunities to improve program effectiveness, governance rigor, and alignment between performance outcomes and reward  strengthening long‑term sustainability. 
  • Ensure compliance with regulatory, accounting, and internal governance requirements (including IRS Section 409A), partnering with Legal, Finance, Accounting, and Tax to assess implications and mitigate risk. 
  • Own preparation of executive‑ready materials for leadership and governance forums.

Market Intelligence & Analytics 

  • Conduct executive market pricing using reputable surveys and peer benchmarking; maintain and evolve survey strategy, peer groups, and executive salary structures. 
  • Build and own advanced models and scenario analyses evaluating pay mix, incentive outcomes, performance metric calibration, affordability, and cost or risk under multiple business conditions. 
  • Analyze enterprise compensation data to assess downstream impacts of executive compensation decisions on internal equity, pay compression, talent differentiation, and sustainability. 
  • Monitor governance developments, regulatory changes, and proxy advisor trends; translate insights into practical, data‑backed recommendations that improve plan design, disclosures, and decision quality. 

Executive Cycles & Transactions 

  • Accountable for end‑to‑end delivery of executive compensation administration across all cycles (mid‑year, year‑end, and off‑cycle), including merit, incentive calculations, performance‑linked payouts, promotions, and approvals. 
  • Partner with Talent Development, HR Business Partners, and business leaders to ensure executive goal‑setting, performance outcomes, and incentive results are aligned, documented, and consistent. 
  • Support executive offers, retention arrangements, and transitions (lateral, promotional, or restructuring). 
  • Maintain audit‑ready documentation supporting executive compensation decisions; partner with HRIS to ensure data accuracy, process integrity, and strong controls 

Enterprise Alignment & Stakeholder Influence 

  • Serve as a trusted advisor by developing clear recommendations on executive and enterprise compensation decisions, balancing strategy, performance outcomes, governance, affordability, and risk. 
  • Ensure executive pay‑for‑performance frameworks are logical with enterprise performance management and incentive principles.
  • Assess downstream impacts of executive compensation decisions on employee experience, engagement, governance scrutiny, and organizational credibility.
  • Collaborate with Total Rewards leadership and cross‑functional partners to align executive compensation strategy with broader enterprise initiatives, including compensation architecture, incentive redesign, and pay equity efforts. 
  • Draft concise, leader‑ready narratives and visuals that clearly articulate recommendations, trade‑offs, risks, and alternatives.
  • Manage external compensation advisors while retaining internal ownership of analysis, recommendations, and decision quality. 

Success Requires

  • Deep expertise in executive compensation, combined with the ability to think holistically about compensation as an interconnected enterprise system.
  • Strong understanding of how compensation philosophy, performance management, incentive design, job architecture, and governance work together to support business outcomes at all levels. 
  • Exceptional analytical rigor, attention to detail, and personal accountability for outcomes. 
  • Proven judgment balancing executive‑level discretion with enterprise fairness, scalability, and long‑term sustainability. 
  • Ability to synthesize complex information into clear, compelling, executive‑ready insights and recommendations. 
  • Discretion, resilience, and effectiveness in a fast‑paced, high‑stakes environment 

What You’ll Bring  

Experience: 8–11 years of compensation experience required with deep executive compensation exposure in a private‑company environment (in‑house or consulting) supporting executive performance, incentive calibration, and C‑suite decision processes. 10–12 years preferred.

  • Technical depth: Advanced Excel and financial modeling skills; strong pay‑for‑performance analytics, incentive mechanics, performance metric calibration, and working knowledge of Section 409A and executive compensation governance. 
  • Ownership & judgment: Proven ownership of executive compensation outcomes end‑to‑end, exercising sound judgment in ambiguity, evaluating trade‑offs, and delivering error‑free results under tight timelines. 
  • Communication & influence: Demonstrated ability to advise senior leaders with confidence, discretion, and credibility, crafting executive‑ready materials that drive clear decisions. 
  • Tools & systems: Experience with HRIS (e.g., Workday), executive compensation survey platforms, and administration tools (e.g., BetterComp). Comfort partnering on system enablement, data flows, and reporting. 
  • Education: Bachelor’s degree in Finance, Economics, Accounting, Analytics, HR, or related field; CCP/CECP preferred. 

Base Salary Range: For this role, new hires generally start between  $116,000.00 - $154,000.00 per year. The full range is $116,000.00 - $209.000.00 per year. This range is applicable for the labor market where the role is intended to be hired. The final base salary is directly related to the candidate’s qualifications and professional experience uniquely.

#LI-Hybrid #LI-MK1

How you’ll be successful

  • Passion for Pokémon: Develops an understanding of the Pokémon brand, the impact it has on our people, culture, business, fans, and communities, and applying that knowledge and passion to everything you do.
  • Challenging the Expected: Approaches challenges with curiosity and creativity, embracing the possibility of failure as an opportunity to learn something new, develop innovative ideas, solve complex problems and identify unique opportunities.  
  • Integrity and Respect: Demonstrates integrity and respect by leading with empathy, listening to others, seeking out different perspectives, and taking personal responsibility for decisions, actions, and results.
  • Dedicated to Quality: Takes ownership to maintain and promote high standards, looks for new ways to learn and improve, and embraces a growth mindset to seek and apply feedback from others in an effort to continuously improve. 
  • Building Relationships: Develops and strengthens relationships, adopting a “team first” mentality and working collaboratively to solve problems and meet shared goals.  
  • Delighting Customers: Listens and understands the interests and needs of our customers and stakeholders, making them feel heard and important, and embracing these learnings to continue delivering a unique Pokémon experience.

What to expect

  • An innovative culture driven by impact, delivering meaningful outcomes.
  • Company events that celebrate the spirit of Pokémon.
  • Competitive cash-based compensation programs.
  • 100% employer-paid healthcare premiums for you.
  • Generous paid family leave.
  • Employer-paid life insurance.
  • Employer-paid long and short-term income protection insurance.
  • US Employees: 401k Employer Matching.
  • UK/IRE/MX Employees: Pension Employer Contributions.
  • Fitness reimbursement.
  • Commuter benefit.
  • LinkedIn learning.
  • Comprehensive relocation package for certain roles.
  • Hybrid work environment.

The above statements are intended to describe the general nature and level of work being performed by people assigned to this role. They are not to be construed as an exhaustive list of all responsibilities, duties, and skills required. Employees may be required to perform duties outside of their normal responsibilities from time to time, as needed. For roles in the United Kingdom, candidates will need the right to work. In some cases, and for some roles, the Company may be able to arrange a visa. For roles in Ireland, this role requires candidates to have the right to live and work in the Republic of Ireland. However, we welcome applications from all nationalities and may consider supporting an employment permit application, in appropriate and suitable cases.

The Pokémon Company International is committed to the inclusion of all qualified applicants for consideration in our job application process. If you require reasonable accommodation to complete a job application, pre-employment testing, or a job interview, or to otherwise participate in the hiring process, please contact the Talent Acquisition team at accommodationrequest_ta@pokemon.com.

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