Job DescriptionThe Director, Global Compensation leads Sealed Air's global broad-based compensation programs, job architecture, and pay operations across all regions. This role owns base pay strategy, market pricing, job architecture, annual salary range development, the global compensation cycle, and pay transparency compliance, and leads a global team of five. This role does administer Annual incentive plan tools and processes in partnership with the Director of Executive Compensation. The Director, Broad-Based Compensation partners closely with Finance, HR Business Partners, Talent Acquisition, and regional leadership to enable a high-performance, pay-for-performance culture as Sealed Air has recently completed our transition to a privately held company.
Strategy & Governance- Dynamically evaluate and refresh the global broad-based compensation philosophy, aligned to business strategy, market dynamics, and pay-for-performance principles, particularly in light of the transition from a public to a private company.
- Establish governance frameworks (design standards, approval thresholds, documentation) to ensure consistency, fairness, and compliance worldwide, including ongoing approvals optimization.
- Own the global compensation cycle, including annual merit and promotion planning, in partnership with Annual Operating Plan (budget setting)/merit planning stakeholders and Finance.
Market Intelligence & Job Architecture- Lead global market pricing and pay structure design (salary ranges, pay bands, geographic differentials, currency considerations), including annual salary range development.
- Own and support implementation of recent global job architecture project and leveling guidelines; ensure roles are appropriately benchmarked and priced across countries using the enhanced job evaluation tool.
- Manage and support creation of the web-based market pricing tool and oversee salary survey submissions and global benefits survey participation.
- Own the monthly data auditing process to ensure compensation data integrity across systems.
Operations, Compliance & Technology- Ensure compliance with global pay transparency (including EU Pay Transparency), equal pay, and labor regulations; partner with Legal on new and evolving requirements.
- Own compensation data quality and systems integrations in partnership with HRIS and Finance, including the ongoing Success Factors compensation themed dashboard enhancement and the team's ticketing system.
- Administer Annual Incentive Plan (AIP) tools and processes in partnership with the Director, Executive & Incentive Compensation, who owns AIP plan design and strategy.
- Develop and deliver People Business Partner (PBP) education on compensation programs, tools, and practices.
- Provide standby compensation support in partnership with Talent Management and Talent Acquisition for critical talent.
M&A Readiness- Serve as a broad-based compensation thought partner to leadership on transaction events (carve-outs, add-ons, integrations).
- Lead harmonization of base pay policies and job architecture post-deal, and alignment to value creation plans.
Leadership & Collaboration- Build and lead a high-performing global compensation team of five; develop capabilities in analytics, design, communications, and stakeholder management.
- Coach HR business partners and leaders on compensation decisions and communication; foster trust through consistent, well-explained practices.
Qualifications
- 10-15+ years of progressive experience in global broad-based compensation, including preferred experience in PE-backed portfolio companies.
- Proven ownership of broad-based compensation programs across multiple countries, including job architecture and market pricing.
- People leadership experience managing a distributed, multi-region team.
- Expertise in market pricing, pay structures, job architecture, and compensation program design.
- Strong financial acumen - able to model scenarios, evaluate affordability, and translate insights into decisions.
- Familiarity with global pay transparency laws (including EU Pay Transparency) and regulatory frameworks; experience partnering with Legal and Compliance.
- Advanced proficiency with compensation technologies and market data (e.g., SuccessFactors or equivalent; WTW/Mercer/Radford/Payscale; spreadsheet/modeling tools such as Excel, Power BI, etc.).
- Exceptional communication skills; comfortable preparing materials for senior leadership audiences.
- Bachelor's degree required
Requisition id: 56759
Relocation: No
LINK1 MON1
