Leads the design, implementation, and administration of global compensation programs that attract, motivate, and retain talent while ensuring alignment with business strategy, market competitiveness, and regulatory compliance across geographies. Acts as a strategic advisor and subject matter expert, partnering with HR, Finance, HR Business Partners, HR Technology, Talent Acquisition, and business leaders to drive consistent and effective compensation practices across regions.
Major ResponsibilitiesGlobal Compensation Strategy & Programs - Design, implement, and manage compensation programs, including base salary structures and short- and long-term incentive plans.
- Align programs with the total rewards strategy and business objectives.
- Ensure balance between global consistency and local market requirements.
Compensation Consulting & Advisory - Serve as a primary advisor to HR Business Partners and business leaders on pay decisions, offer strategy, job leveling and evaluation, internal equity, and market competitiveness.
- Interpret compensation policies and provide governance guidance.
Market Pricing & Pay Structures - Lead benchmarking, survey participation, and market analysis.
- Develop and maintain salary structures, ranges, and geographic differentials.
- Provide actionable insights into market competitiveness and pay positioning.
Compensation Cycles - Lead key annual processes, including merit planning cycles, bonus planning and payout, and equity administration.
- Ensure accurate execution through partnership with HRIS and Finance.
- Deliver day-to-day support including job evaluations and pay administration.
Governance & Compliance - Ensure compliance with global and local compensation regulations, including pay transparency, labor laws, and employment standards.
- Support pay equity analysis, audits, and regulatory reporting.
Job Architecture & Data Integrity - Maintain and enhance job architecture including job families, levels, and profiles.
- Ensure the integrity of compensation data within systems such as Workday and BetterComp.
- Support alignment of job structures to compensation frameworks.
Strategic Initiatives - Lead or contribute to enterprise initiatives, including global compensation harmonization, incentive plan design and optimization, and M&A due diligence and integration.
- Support evolution of global compensation operating model and governance.
Minimum Job Requirements
EducationBachelor's degree (or equivalent knowledge) in Human Resources or a related field.
Certification / LicenseNone required.
Work ExperienceEight (8) years of compensation experience in a centralized compensation department.
Experience delivering both compliance-based and consultative compensation solutions to internal clients.
Experience using HR technology platforms such as Workday (preferred), Oracle Cloud HR, or SAP SuccessFactors.
Experience using compensation administration software such as BetterComp, CompAnalyst or MarketPay.
Scope & ImpactInfluences compensation outcomes across business groups and geographies.
Owns complex compensation programs and frameworks.
Operates within a centralized global model with regional alignment.
Acts as a key contributor to enterprise-wide Total Rewards strategy.
Knowledge / Skills / AbilitiesDeep expertise in compensation design, governance, and market practices.
Strong analytical and problem-solving skills, with the ability to interpret complex data and translate insights into action.
Knowledge of global compensation regulations and frameworks.
Ability to influence decision-making in a matrixed organization.
Strong stakeholder management and communication skills.
Experience with HRIS (e.g., Workday) and compensation tools.
Demonstrated ability to lead through influence, expertise, and sound judgment.
Demonstrated success leading cross-functional and global initiatives.
Ability to provide strategic recommendations to senior leaders grounded in data, market insights, and business context.
Balances strategy development with hands-on execution.
Preferred Job Requirements
EducationMaster's degree in Human Resources, Business Administration, Finance, or a related field.
Certification / LicenseCertified Compensation Professional (CCP) issued by WorldatWork, SHRM-CP or SHRM-SCP issued by SHRM, or Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) issued by HRCI.
Work ExperienceGlobal compensation experience across the Americas, EMEA, and APAC.
Knowledge / Skills / AbilitiesDemonstrated ability to navigate global compensation frameworks and regulatory considerations across Americas, EMEA, and APAC.
Physical Requirements and Working Conditions
Office Environment (Includes field sales):While performing the duties of this job, the employee is regularly required to talk, hear, and use hands to handle objects or controls. The employee is also regularly required to stand and walk. Occasionally, the incumbent may be required to stoop, bend, or reach above the shoulders. The employee must occasionally lift up to 25 pounds. Working conditions are typical of frequent and continuous computer-based work and require extended periods of sitting, close vision, and the ability to adjust focus. Occasional travel is required.
