Reporting to the Vice President, People Operations, leads the strategy, design, governance, and delivery of global compensation programs across a multi-country environment
Accountable for building a globally consistent, market-competitive, and performance-driven compensation framework
Partner closely with HR, Finance, Talent Acquisition, and business leadership to deliver scalable solutions across base pay, incentive programs, executive compensation, and job architecture
Balance long-term strategy with operational excellence, ensuring strong governance, market competitiveness, and alignment with broader Total Rewards and business strategies
Define and lead a comprehensive global compensation strategy
Develop and maintain global job architecture, salary structures, and grading frameworks
Oversee market analysis and benchmarking activities
Design and manage global incentive programs
Manage relationships with external compensation survey providers and consultants
Oversee key compensation cycles, including annual merit, bonus planning, salary reviews, and equity programs
Act as a trusted advisor to HR and business leaders on compensation strategy, job evaluations, pay decisions, and organizational design
Ensure compliance with all applicable global and local pay regulations
Requirements
Bachelor’s degree in Human Resources, Business Administration, Finance, or a related field required
15+ years of progressive experience in compensation or Total Rewards
Minimum 5+ years of people leadership experience, including managing teams in a global or regional capacity
Experience in a complex, multinational organization preferred
Deep expertise in global compensation strategy, design, and delivery, including base pay, incentives, and executive compensation
Strong understanding of job architecture, market pricing, and pay equity principles
Demonstrated experience with compensation benchmarking and survey methodologies
Strong financial and analytical acumen, including modeling and cost analysis
Proven ability to lead complex, cross-functional programs and drive global standardization
Excellent stakeholder management and communication skills, with the ability to influence senior leaders
Experience working with HRIS and compensation management systems (e.g., Workday, SAP) and leveraging data to inform decisions