Director/Vice President of Compensation, Human Resources

Key Responsibilities

• Design, implement, and evolve compensation structures (base pay, incentives, and other programs) aligned to business initiatives.
• Serve as an advisor on compensation philosophy, market competitiveness, internal equity, and regulatory risk (including the preparation and presentation of executive ready materials).
• Partner with Finance and Legal to ensure global compliance with applicable compensation regulations, disclosure requirements, and governance standards.
• Establish best-in-class processes for annual compensation cycles, incentive planning, market pricing, and job and pay range architecture.
• Responsible for oversight and execution of our annual performance, pay and promotion cycle processes and the effectiveness of our Workday Advanced Compensation tools.
• Lead all aspects of our Job Leveling and Job Family frameworks foundational to our HR infrastructure and the effectiveness of our promotion and compensation programs and processes.
• Assist with incentive plan design work including re-design and administration.
• Partner with Performance, Recruiting and Payroll teammates as well as Finance partners and HR Generalists to ensure proper end-to-end accuracy and efficiency of our compensation programs and data.
• Assist with leading a high-performing compensation team, developing talent and fostering a culture of rigor, innovation, accountability and development!

Pay Equity & Pay Transparency

• Implement global pay equity strategy, including methodology selection, ongoing analyses, remediation planning, and reporting.
• Ensure programs and practices support equitable outcomes in alignment with what we value and legal requirements.
• Lead the company’s approach to global pay transparency laws, including job architecture, pay ranges, disclosures, and manager enablement / training.

Long-Term Incentives & Specialized Programs

• Lead the development and management of our LTI programs.
• Oversee planning, budgeting, execution and participant outcomes in partnership with Finance.
• Ensure programs are competitive, scalable, and clearly communicated.

Nice to have

• Experience with carried interest or similar investment-linked compensation structures.
• Technology, Data & Scalability: Champion the use of Workday technology and automation to drive efficiency, accuracy, and scalability in compensation processes, tracking and administration.
• Develop analytics, dashboards, and scenario models to support decision-making, pay equity and pay for performance analyses; and own data integrity/oversight related to compensation (data audits, integrity, etc.).
• Standardize global compensation processes while allowing for some local market and regulatory nuance.