Sr. Manager of Global Compensation

Primary Responsibilities

• Maintain a globally consistent, scalable compensation philosophy appropriate for a $1–$2B organization balancing growth, profitability, and talent competitiveness.
• Build and govern global job architecture, leveling, and salary structure frameworks, ensuring clarity, internal equity, and market competitiveness.
• Evaluate new jobs and provide leveling and pay recommendations to HR, as needed.
• Establish disciplined market pricing methodologies, governance standards, and decision rights appropriate for a global multi-site, multi-region business.
• Partner closely with Finance to align compensation strategy to operating plans, workforce cost models, and long-range planning.
• Lead end-to-end Annual Compensation Planning cycle (merit, promotions, incentive, equity, adjustments) in Workday, including:
  • Budget development and modeling
  • Guidance and decision frameworks for managers
  • Approvals and post-cycle analysis and insights
• Ensure pay practices reinforce:
  • Internal equity and role clarity
  • External market competitiveness
  • Compliance with evolving global pay transparency and regulatory requirements
  • Continuously evolve compensation policies to keep pace with business complexity and scale.
• Support and evolve sales incentive design frameworks that drive revenue growth, profitability, and the right selling behaviors.
• Partner with Sales Leadership, Finance, and Commercial Excellence Teams to:
  • Align incentives with quotas, capacity models, and financial targets
  • Ensure plans are executable, understandable, and scalable
• Establish strong governance, modeling discipline, and analytics.
• Manage manager education and compensation decision enablement, recognizing that manager decision quality is essential for trust, equity, and retention.
• Translate complex compensation concepts into clear, practical, manager-friendly guidance, including:
  • Pay decision frameworks
  • Pay for Performance philosophy
  • Toolkits, playbooks, FAQs, and visual guides
  • Scenario-based guidance for common manager decisions
• Design and deliver compensation training for people managers, HRBPs, and leadership teams to improve confidence, consistency, and decision quality.
• Serve as a trusted advisor to leaders, coaching them on tradeoffs, risk, and sound compensation judgment—not just policy compliance.
• Collaborate with HR Business Partners to provide customized solutions to drive business objectives.
• Build and maintain compensation models, dashboards, and insights to support executive-level decisions.
• Support M&A activity through:
  • Transition/harmonization activities
  • Integration planning aligned with the enterprise

Required Experience, Education, Skills, Training And Competencies

• 7-10 years of progressive compensation experience in a global, $1–$2B range organization
• Deep expertise in broad-based compensation, sales incentive design, manager enablement and global compliance
• Strong analytical and modeling skills; advanced Excel capability required
• Proven experience partnering with Finance, HR Business Partners, and senior leadership teams
• Familiarity with global market pricing tools and pay transparency trends
• CCP or similar certification preferred

Compensation

The salary for this role will range from 152,350.00 - 227,827.00 USD annually based on full-time employment. Salary offers are based on a wide range of factors including but not limited to location, relevant skills, training, experience, education, etc. Certain roles may be eligible for performance-based incentive compensation and/or long-term incentives. Incentives could be discretionary or non-discretionary depending on the plan.

Novanta supports all aspects of your life’s needs. This position provides a full range of medical, financial, and other benefits to make your quality of life better.

Novanta is proud to be an equal employment opportunity and affirmative action workplace. We consider all qualified applicants without regard to race, color, religion, sex (including pregnancy), sexual orientation, gender identity or expression, national origin, military and veteran status, disability, genetics, or any other category protected by federal law or Novanta policy.