eBay is seeking an accomplished and strategic Senior Director, Compensation to lead the vision, strategy, governance, design, communication, and execution of our global broad-based compensation programs. This is a highly strategic leadership role responsible for ensuring eBay's compensation programs support employees around the world, reinforce trust and transparency, and strengthen our ability to attract, retain, and engage top talent.
In this role, you will work closely with senior business leaders, the People Leadership Team, People Business Partners, Talent Acquisition, People Analytics, Legal, and other cross-functional partners to align compensation programs with eBay's business objectives, talent strategy, and compensation philosophy.
Reporting to eBay's VP, Total Rewards, Global Mobility, and M&A, you will lead a high-performing global team of compensation partners who combine analytical rigor with strong business partnership.
What you will do:
Compensation Strategy & Program Design
- Set the long-term vision and multi-year strategy for eBay's global compensation programs, ensuring our compensation philosophy continues to differentiate eBay in a highly competitive market for talent while anticipating future workforce and regulatory trends.
- Drive the design, implementation, communication, and continuous improvement of compensation programs globally, ensuring alignment with eBay's business objectives, talent strategy, compensation philosophy, and competitive talent needs.
- Serve as an enterprise thought leader on compensation, translating external market trends, competitive intelligence, workforce insights, and evolving regulations into forward-looking strategies and clear, actionable business recommendations.
- Oversee recognition program strategy and effectiveness, ensuring programs reinforce eBay's culture, performance expectations, and employee experience.
- Foster strong collaboration across People, Finance, Legal, Talent Acquisition, People Analytics, regional teams, and external partners to deliver scalable, equitable compensation solutions with measurable impact.
Business Partnership & Compensation Delivery
- Act as a trusted advisor to senior executives, People leaders, and cross-functional partners, helping shape workforce and talent decisions through thoughtful compensation strategies that balance business and people priorities, market competitiveness, sound governance, and employee experience.
- Navigate complex, ambiguous business challenges by balancing competing priorities, bringing clarity to high-impact compensation decisions, and making informed tradeoffs.
- Lead compensation partner support for annual and mid-year compensation planning, ensuring strong governance, leader enablement, effective execution, and consistent application of eBay's compensation philosophy.
- Advise on compensation-related activities, including strategic new hire compensation, promotions, domestic and international transfers, retention plans, and other critical talent decisions.
- Drive innovation by leveraging emerging technology, responsible AI practices, and market practices to enhance eBay's approach to compensation, simplify processes, and improve the employee experience.
- Partner with Executive Compensation and Total Rewards leadership on executive offers, annual executive pay review, executive separations, and Compensation and Human Capital Committee materials, as needed.
- Own the compensation communication and education strategy, with a focus on leader enablement, employee understanding, transparency, accessibility, and effective program adoption.
Governance, Analytics & Compliance
- Establish and maintain compensation governance, including decision rights, approval frameworks, exception management, program documentation, audit readiness, and alignment with eBay's compensation philosophy.
- Define and use compensation analytics, market benchmarks, pay equity insights, workforce trends, and program effectiveness metrics to guide strategy, decision-making, and continuous improvement.
- Lead or influence job architecture, leveling, and job evaluation initiatives to support scalable organization design, career frameworks, market alignment, and internal equity.
- Monitor global legal and regulatory developments impacting compensation, including pay transparency, pay equity, incentive compensation, and compensation reporting requirements; partner with Legal and People teams to ensure compliant and equitable practices.
- Balance global compensation philosophy and governance with locally relevant, compliant, market-competitive solutions across regions.
Leadership & Enterprise Initiatives
- Build, coach, and lead a high-performing global compensation partner team, strengthening business partnership, analytical capability, technology-enabled practices, execution discipline, and talent development.
- Lead compensation-related due diligence, integration planning, and execution associated with M&A activity.
- Lead, participate in, and partner on broader global Total Rewards programs, projects, and initiatives.
Who you are:
- Strategic, curious, and agile leader with 15+ years of experience designing, managing, and evolving compensation programs in complex, global organizations.
- Trusted advisor and influential partner who builds strong relationships with senior business leaders, People Business Partners, Talent Acquisition, People Analytics, Legal, and cross-functional stakeholders.
- Strong compensation strategist with deep understanding of broad-based compensation, incentives, market pricing, job architecture, pay equity, pay transparency, and global compensation practices.
- Data-driven decision maker who uses market data, workforce insights, pay equity analysis, and program metrics to develop clear recommendations and drive action.
- Executive communicator who can translate complex compensation topics into clear business cases, leadership recommendations, and employee-facing messages.
- Enterprise leader equally comfortable defining long-term strategy, influencing executive stakeholders, and being hands-on to solve complex problems and ensure disciplined execution.
- Experienced people leader who can coach, develop, and inspire high-performing global or matrixed teams.
- Proven ability to lead organizational change, build alignment across diverse stakeholders, and successfully implement transformational initiatives at enterprise scale.
- Strong project and process leader with the ability to manage complex initiatives, prioritize effectively, and deliver high-quality outcomes in a fast-paced environment.
- High-integrity operator who can balance governance, business judgment, confidentiality, and client service in ambiguous or sensitive situations.
- Proficiency with compensation analytics, Excel, PowerPoint, and global people systems.
Additional Requirements:
- Bachelor's degree.
- Willingness to travel domestically and internationally as needed.
Additional DetailsThe applicable base pay range for this position is dependent on work location. The base pay range in the San Francisco Bay Area, New York City Metro and Seattle Metro is expected in the range below:
$240,000 - $320,400
The base pay range for all other U.S. work locations is expected in the range below:
$185,600 - $271,300
Base pay offered may vary depending on multiple individualized factors, including location, skills, and experience. The total compensation package for this position may also include other elements, including a target bonus and restricted stock units (as applicable) in addition to a full range of medical, financial, and/or other benefits (including 401(k) eligibility and various paid time off benefits, such as PTO and parental leave). Details of participation in these benefit plans will be provided if an employee receives an offer of employment.
If hired, employees will be in an "at-will position" and the Company reserves the right to modify base salary (as well as any other discretionary payment or compensation program) at any time, including for reasons related to individual performance, Company or individual department/team performance, and market factors.
Remote roles are not eligible for U.S. visa sponsorship.
