Director, Global Compensation

About the role

Servco is seeking an experienced and strategic Director, Global Compensation to build and lead our enterprise compensation function during a transformative period of growth and organizational evolution. Reporting directly to the Chief People Officer, this role serves as the company's senior compensation expert and trusted advisor to executive leadership, the CFO, and the Compensation Committee on all matters related to compensation strategy, governance, executive pay, and pay-for-performance design.

Responsibilities

• Designs and implements Servco’s enterprise compensation philosophy, governance framework, job architecture, and leveling standards across all legal entities, providing the CPO and executive team with a defensible, documented foundation for all compensation decisions.
• Directly manages all executive compensation to include pay positioning, incentive design, and long-term incentive structures.
• Ledes Compensation Committee preparation and support with confidence and credibility; executive pay decisions are well-supported, timely, and aligned with board expectations.
• Supports the HI Compensation team in completing current state assessment, designing future state, and delivering implementation roadmap on schedule.
• Designs and implements a pay-for-performance structure connecting compensation to performance outcomes.
• Builds, leads, and develops a direct team of compensation professionals while effectively managing in a matrixed environment, establishing clear standards, enabling Business Unit HR partners to execute with confidence, and fostering a culture of rigor, discretion, and strong business partnership across both direct and indirect relationships.

Qualifications

• Education: Bachelor’s degree and Master’s degree or MBA preferred.
• Work Experience: 10+ years of progressive compensation experience, with at least 3 years in a senior or lead role owning total rewards design. Direct, hands-on experience with executive compensation to include design, governance, and Compensation Committee interaction and serving as the primary compensation expert in those conversations. Experience operating as a compensation center of excellence: establishing standards and frameworks that HR business partners and BU teams execute against. Experience building or significantly redesigning compensation infrastructure in complex, multi-entity or multi-geography organizations. Experience managing and developing a compensation team. Familiarity with unionized environments and collectively bargained wage structures strongly preferred. Prior experience in retail, automotive, or operationally complex industries a plus.
• Skills: Deep technical compensation expertise: market pricing, job architecture, salary structure design, incentive plan design, and executive pay. Strong analytical and financial modeling capability; able to build business cases, model compensation scenarios, and track program effectiveness. Able to translate complex compensation concepts into clear, actionable guidance for HR partners and senior business leaders. Skilled at leading through influence: drives consistency and standards through BU HR teams without direct authority. Strong executive presence and communication; credible and effective in conversations with the board, CFO, and ownership. AI fluency and demonstrated curiosity for emerging technology; working knowledge of AI tools as applied to compensation and HR analytics, with a genuine drive to continuously learn including hands-on exploration of agentic AI applications that can automate and enhance compensation workflows.
• Competencies: Strategic Thinking Executive Presence & Executive Stakeholder Management Analytical Thinking & Data-Driven Decision Making Builder’s Mentality / Bias for Action Influencing Without Authority Discretion & Judgment Team Leadership & Development Business Partnership Licenses & Certifications: Certified Compensation Professional (CCP) preferred. No additional licenses or certifications required.

Location

Flexibility: This role is open to remote candidates within the United States, preferably on the West Coast. Relocation to Hawaii is not required; however, periodic travel to Hawaii and other business locations may be expected.

Pay Range

$137,300.00 - $208,660.00 per year