Senior Director, Global Compensation (Pre-IPO)

About the role

We are seeking an experienced and strategic Senior Director, Global Compensation to lead the next phase of our compensation evolution as we prepare for significant growth and future public company readiness activities. Reporting into senior People leadership, this individual will inherit a recently refreshed compensation framework and be responsible for refining, scaling, and optimizing global compensation programs across a fast-growing international organization. This is a highly visible role requiring deep expertise in executive compensation, equity design, governance, and IPO preparedness.

The ideal candidate combines strategic leadership with a willingness to remain hands-on, partnering closely with People, Finance, Accounting, Legal, and Equity Administration teams to deliver programs that support business growth and regulatory readiness.

Responsibilities

• Global Compensation Strategy
  • Lead the development and execution of the company's global compensation strategy.
  • Evaluate and enhance existing compensation frameworks to ensure competitiveness, scalability, and alignment with business objectives.
  • Partner with senior business leaders to advise on compensation philosophy, market positioning, and reward practices.
• Equity Compensation
  • Lead the redevelopment and evolution of global equity compensation programs.
  • Ensure equity plans support talent attraction, retention, and long-term company objectives.
  • Partner with Finance, Legal, and Equity Administration teams on program design, implementation, and governance.
• Executive Compensation
  • Design and oversee executive compensation structures, including annual and long-term incentive plans.
  • Provide market intelligence and recommendations for executive reward programs.
  • Support Compensation Committee and Board-level compensation governance activities.
• IPO Readiness & Public Company Preparation
  • Play a key role in IPO preparation activities, including compensation-related workstreams.
  • Support S-1 preparation and compensation disclosures.
  • Establish compensation governance practices consistent with public company expectations.
  • Partner with internal and external stakeholders to ensure readiness for future public market requirements.
• Cross-Functional Partnership
  • Work closely with People, Finance, Accounting, Legal, and Equity Administration teams.
  • Ensure compensation programs are operationally effective, compliant, and aligned with broader business priorities.
  • Support executive leadership with data-driven compensation insights and recommendations.

Requirements

• Significant experience leading global compensation programs within high-growth, multinational organizations.
• Deep expertise in:
  • Global compensation strategy
  • Equity compensation program design and administration
  • Executive compensation
  • US compensation practices and regulatory considerations
  • Compensation governance
• Experience operating in pre-IPO, IPO, or recently public company environments.
• Strong stakeholder management skills with experience advising C-suite executives and senior leadership teams.
• Ability to combine strategic thinking with detailed execution.

Preferred Qualifications

• Experience within technology, fintech, crypto, blockchain, or similarly fast-paced, high-growth sectors.
• Prior experience working within companies comparable to organizations such as Plaid, Coinbase, Robinhood, or other venture-backed technology businesses.
• Experience scaling compensation programs across international markets, particularly Europe and North America.

What Success Looks Like

In the first 12 months, the successful candidate will:

• Successfully transition ownership of the global compensation function.
• Refine and optimize existing compensation frameworks rather than building programs from scratch.
• Redesign key equity compensation programs to support future growth and public company readiness.
• Strengthen executive compensation governance and reporting practices.
• Establish compensation processes and disclosures that support ongoing IPO preparedness.