Director, Executive Compensation

The Director of Executive Compensation provides enterprise-level leadership for compensation strategy, governance, and execution across assigned business units and/or global functions, focused on the executive roles across the organization. This role serves as a senior advisor to executive leadership, ensuring compensation programs align with business strategy, talent priorities, and external market dynamics. The Director leads the design, governance, and continuous evolution of global executive compensation programs, drives consistency and scalability across regions, and establishes decision frameworks for complex compensation matters. Operating with a high degree of autonomy, the Director sets strategic direction, mentors and develops compensation talent, and represents the Compensation COE in enterprise initiatives and executive forum. They will proactively identify areas of opportunity and recommend creative solutions. They will have significant specialized in-depth expertise and knowledge of technical Compensation programs at all levels of the organization, while using a consultative approach to provide counsel to leaders both within the division and across the company. Works within the Compensation COE to standardize deliverables and analysis.

Essential Duties and responsibilities

Owns and governs enterprise executive compensation philosophy, frameworks, and decision guidelines, ensuring alignment with business strategy and talent objectives. Establishes governance models for base pay, incentive plans, and executive compensation decisions, including escalation and approval protocols. Partners with senior HR and Finance leaders to ensure compensation programs are financially sustainable, competitive, and compliant globally. Leads, coaches, and develops compensation team members; sets performance expectations and builds bench strength within the Compensation COE. Provides functional leadership across matrixed teams and regional/divisional partners to ensure consistent application of compensation practices globally. Provides counsel regarding the administration of executive reward programs aligned with global policies and practices as appropriate. Oversees development of base pay programs and incentive harmonization in a global environment related to the executive roles. Serves as a strategic partner to HR and Divisional leaders on compensation strategy, executive pay decisions, and complex talent scenarios. Leads compensation support for senior leadership populations, including executive offers, retention strategies, and succession-related pay decisions. Leads the design, evaluation, and evolution of global base pay and incentive programs, including short-term and long-term incentive plans ensuring continuous market competitiveness. Interprets complex market data and internal analytics to inform executive decision-making and enterprise trade-offs. Anticipates market and regulatory trends and proactively evolves executive compensation programs accordingly. Owns enterprise-level communication strategy for executive compensation programs, including executive messaging and change leadership. Influences outcomes through data-driven storytelling and strong executive presence. Proactively identifies compensation roadblocks or areas of opportunity and independently recommends creation solutions to complex problems using sophisticated analytics and judgement. Uses technical compensation professional knowledge to develop models, evaluate processes and monitor trends. Assesses strategies needed to best ensure executive compensation programs and tools are used effectively by client groups. Maintains rigor around the global career framework, evaluating and determining salary grades or market rates for executive jobs levels. Analyzes market data and use to make recommendations regarding compensation packages, policies and programs. Partners with key divisional stakeholders, key HR stakeholders and the broader compensation COE globally to achieve compensation outcomes that both attract and retain critical talent.

Job Qualifications

Education Minimum: Bachelor’s Degree in Human Resource Management or related field OR, equivalent. Experience Minimum Experience: 12-15+ years of progressive compensation experience, including leadership of enterprise or global compensation programs, OR equivalent. Demonstrated experience leading compensation teams or large-scale enterprise initiatives Proven ability to influence executive-level stakeholders and drive decisions in ambiguous environments Base pay and incentive compensation design & program management Market analysis & benchmarking Compensation program communications and implementation Administer and provide guidance for executive and non-executive compensation programs Knowledgeable around global compensation policies and programs Compensation design for technology organizations Strong technical and data analytics capability Change management and policy implementation Advanced compensation program comprehension, including technical knowledge of long-term incentive plans Consulting skills Communication skills; negotiation, presentation and education with most senior leaders; ability to explain difficult or sensitive topics; works to build consensus and influences outcomes Compensation process improvement Experience working in shared services organization Demonstrated ability to turn data and analytics into insights Solves complex problems using sophisticated analytical thought to exercise judgement and identify innovative solutions Tools: Microsoft Office Suite (Word, Excel, PowerPoint, Outlook). Human Resource Management System (Workday experience preferred) Other Knowledge, Skills, Abilities or Certifications: Preferred: Demonstrates compensation consultative approach with a focus on strong analytical, creative thinking and interpretation skills Develops complex analytics needed to best ensure compensation programs are supporting overall goals and initiatives Leads compensation functional teams and projects Has knowledge of best practices and is aware of the competition and market differentiators Compensation professional certification desirable Strong knowledge of human resources regulations, policies and procedures Excellent mathematical and analytical skills Team oriented, cooperative, and flexible. Demonstrated ability to collaboratively work with a wide range of people at all levels of a global organization Works independently, with guidance in only the most complex situations.

Compensation: $165,400.00 - $295,600.00 USD This role is eligible for Bonus. Compensation range listed is based on primary location of the position. Actual base salary offer is influenced by a wide array of factors including but not limited to skills, experience and actual hiring location. Your recruiter can share more information about the specific offer for the job location during the hiring process.

Benefits

• Medical, Dental, & Vision Plans
• 401(k)
• FSA/HSA
• Commuter Benefits
• Tuition Assistance Plan
• Vacation and Sick Time
• Paid Parental Leave

Full details of our benefits are available upon request.

Travel requirements 5-10% Physical Demands Normal office requirements.

If making a difference matters to you, then you matter to us. Join us, at Wolters Kluwer, and be part of a dynamic global technology company that makes a difference every day. We’re innovators with impact. We provide expert software and information solutions that the world’s leading professionals rely on, in the moments that matter most. You’ll make a real difference in the lives of millions of people. Together with our customers, we help to advance sustainability, health, justice, prosperity, and commerce around the world. You can thrive at Wolters Kluwer, where diversity is core to our collective strength and high performance. Be your unique self, share your creative ideas, do your best work, and take time to grow in our caring and inclusive culture where you can belong.

Wolters Kluwer reported 2025 annual revenues of €6.1 billion. The group serves customers in over 180 countries, maintains operations in over 40 countries, and employs more than 21,000 people worldwide. Our customers work in industries that impact the lives of millions of people every single day. Our mission is to empower our professional customers with the AI-powered solutions they need to make critical decisions, achieve successful outcomes, and increase productivity. We deliver trusted, AI-powered expert solutions that combine deep domain knowledge, proprietary content, and advanced technology to provide expert-validated insights, automate workflows, and drive better outcomes. Today, nearly 70% of our digital revenues come from AI-powered solutions, reflecting our strategic focus on embedding AI into professional workflows and delivering measurable productivity gains. We are committed to helping professionals navigate complexity, improve the way they work, and solve critical challenges through cloud-based, AI-powered platforms that integrate seamlessly into their workflows and ecosystems. Our solutions are designed to deliver impact when it matters most, especially in high-stakes environments where accuracy and trust are essential. With a nearly 190-year legacy, Wolters Kluwer continues to evolve its portfolio of digital solutions and services to meet the changing needs of professionals worldwide, enabling them to work faster, make smarter decisions, and deliver better outcomes. For more information about our solutions and organization, visit or follow us on LinkedIn, Instagram and Facebook.

Wolters Kluwer has a dedicated team of experienced talent acquisition professionals who are ready to hear what makes you tick and share how Wolters Kluwer can help you achieve your goals and ambitions. Here Rasi Fawaz shares some tips on what recruiters are looking for on a resume. As a global organization, we recognize that solving a wide range of complex problems requires diverse perspectives and innovative thinking. We know that bringing our best to our customers, communities, and other key stakeholders requires a highly engaged and talented workforce – one that represents the diversity of those we serve and the communities where we live and work. We aim to provide a welcoming environment and equitable opportunities for all employees regardless of background, nationality, race, ethnicity, gender, gender identity, age, sexual orientation, marital status, disability, or religion. This principle is ingrained in our company values and articulated in our Code of Business Ethics. At Wolters Kluwer, you’ll feel valued for your contributions, and you’ll know that your health, safety, and well-being are important to us. Our well-being benefits provide tools, programs, and resources to help our diverse employees feel healthy, happy, safe, and prosperous. Our global Together we thrive well-being program reflects our commitment to supporting colleagues across physical, mental, social, and financial well-being. That commitment has been recognized externally through Ragan’s Top Places to Work for Employee Wellbeing: Large Organization in 2024. More recently, Wolters Kluwer was recognized by Forbes as one of America’s Best Large Employers 2026 and America’s Best Employers for Engineers 2026. In 2025, Wolters Kluwer was also recognized by Forbes as one of America’s Best Employers for Women.

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