The OpportunityWe're looking for a strategic and execution-focused Senior Global Total Rewards Operations & Project Manager to partner with the Total Rewards function! This role bridges planning and implementation, ensuring strong alignment, prioritization, and delivery of key initiatives. This leader is responsible for leading a team that supports delivering seamless employee experience through operational excellence, emphasizing process rigor, data integrity, and effective system management. They will oversee core operations while driving consistency, efficiency, and continuous improvement across systems, vendors, and processes.
The role also leads a high-performing operations/PMO team, balancing day-to-day execution with enterprise-wide, must-win initiatives. Success requires strong cross-functional collaboration, operational rigor, and the ability to translate strategy into clear plans and measurable results.
Key Responsibilities- Lead strategic operations and planning for the compensation and benefits area
- Coordinate development and management of the Operations and PMO group, ensuring strong operational excellence prioritization, and execution rigor
- Drive execution of must-win initiatives, large-scale programs, and annual cycles (e.g., compensation planning, benefits cycles, compliance initiatives)
- Ensure team delivers on seamless day-to-day operations, finding opportunities to streamline, scale, and improve processes
- Expertise in deciphering operational issues or inefficiencies, with a focus on finding effective ways to ensure accurate resolution of problems
- Experience scaling operations across the world, understanding where to demonstrate automation and having an "AI first" approach to improve productivity across the broader Total Rewards team.
- Drive strategic oversight of vendor partnerships, aligning service delivery and operational processes with business objectives while ensuring consistent, high-quality outcomes
- Implement governance, reporting, and tracking mechanisms to measure success and drive accountability
- Partner across Total Rewards Leaders, EX and business teams to ensure Total Rewards programs are effectively delivered and aligned to company goals
Qualifications - 7-10 years of experience in Total Rewards, including knowledge of Compensation, Benefits, Global Mobility, HR Operations, Program Management, or related fields, possessing extensive expertise in crafting and implementing employee rewards programs.
- Strong track record of leading cross-functional initiatives and complex programs at scale
- Experience managing and developing high-performing teams, including PMO and/or operations functions
- Demonstrated ability to connect strategy to execution, with strong planning and operational rigor
- Exceptional partner management and communication skills, with experience working at the executive level
- Experience with HR technology and systems (e.g., HRIS, compensation platforms, and benefit enrollment systems; a plus for experience with Workday, Darwin, Benifex, and bswift)
- Strong analytical, problem-solving, and organizational skills
Key Competencies - Critical thinking with a strong execution attitude
- Ability to navigate ambiguity and drive clarity
- Operational excellence and attention to detail
- Influencing without authority
- Collaboration and cross-functional leadership
- Continuous improvement and innovation
Expected Pay Range:Our compensation reflects the cost of labor across several U.S. geographic markets, and we pay differently based on those defined markets. The U.S. pay range for this position is $139,000 -- $261,150 annually. Pay within this range varies by work location and may also depend on job-related knowledge, skills, and experience. Your recruiter can share more about the specific salary range for the job location during the hiring process.
In California, the pay range for this position is $180,300 - $261,150In New York, the pay range for this position is $180,300 - $261,150
At Adobe, for sales roles starting salaries are expressed as total target compensation (TTC = base + commission), and short-term incentives are in the form of sales commission plans. Non-sales roles starting salaries are expressed as base salary and short-term incentives are in the form of the Annual Incentive Plan (AIP).
In addition, certain roles may be eligible for long-term incentives in the form of a new hire equity award.
