Senior Director, Compensation

Responsibilities

• Lead the development and execution of enterprise-wide compensation strategy aligned with business priorities, talent strategy, and organizational values.
• Lead ongoing governance of compensation programs across multiple geographies, ensuring consistency while respecting local market and regulatory requirements.
• Serve as a trusted advisor to executive leadership and senior management on compensation-related topics, trends, and implications.
• Support executive and board-level compensation activities, including materials for Compensation Committees where applicable.
• Aid in the design, administration, and communication of executive compensation programs.
• Translate business and workforce strategies into sustainable base pay, incentive, and long-term incentive program designs.
• Lead, develop, and mentor a high-performing compensation team.
• Partner closely with HR Business Partners, Talent, Rewards, and Finance to ensure seamless integration of compensation into broader people programs.

Program Design and Governance

• Oversee all compensation programs, including base salary structures, annual incentive plans, sales incentives, and equity/long-term incentive programs (as applicable).
• Establish and maintain global compensation governance frameworks, policies, and approval authorities.
• Ensure programs support pay-for-performance outcomes while maintaining internal equity and external competitiveness.
• Lead job architecture, job evaluation, and job leveling frameworks across the organization.
• Oversee market pricing using reputable survey data to ensure competitive positioning.
• Develop advanced compensation analytics, dashboards, and insights to inform leadership decision-making.
• Ensure compliance with applicable compensation-related laws and regulations (e.g., pay transparency, equal pay, disclosure requirements).
• Lead proactive pay equity analysis and remediation efforts.
• Partner with Legal and HR to mitigate compensation-related risk.

Global Deployment and Business Process Development

• Partner with HR Technology, IT, and external vendors on compensation-related system strategy and enablement, including SuccessFactors and related HRIS, ensuring scalable, auditable, and user-friendly solutions.
• Drive continuous improvement of compensation business processes to increase efficiency, accuracy, and stakeholder experience.
• Lead large-scale compensation business process reengineering initiatives to simplify, standardize, and modernize end-to-end compensation operations.
• Redesign workflows to improve governance, cycle time, transparency, and scalability across global teams.
• Evaluate and leverage emerging technologies, including artificial intelligence and advanced analytics, to improve compensation modeling, market pricing, pay equity analysis, and decision support.
• Identify opportunities to streamline approval processes, reduce manual effort, and improve data integrity through system and process enhancements.

M&A and Corporate Transactions

• Serve as the compensation subject matter expert for mergers, acquisitions, divestitures, joint ventures, and other complex corporate transactions.
• Lead compensation due diligence, including analysis of target company pay structures, incentive plans, equity programs, and employment agreements.
• Design and execute compensation integration strategies, including job architecture harmonization, pay alignment, incentive redesign, and retention programs.
• Partner with Legal, Finance, HR, and external advisors to support transaction structuring, communications, and post-close execution.
• Provide analytical modeling and scenario planning to support leadership decision-making during transactions.