Vice President, Compensation Strategy, Design, and Architecture

About the role

Our partner is looking for a Vice President, Compensation Strategy, Design, and Architecture based in United States. The Vice President, Compensation Strategy, Design, and Architecture will lead the development and governance of enterprise-wide job architecture and broad-based compensation frameworks. This strategic role will establish scalable structures for how work is organized, evaluated, leveled, and compensated across a global organization. You will shape job families, career streams, evaluation methodologies, salary structures, geographic pay strategies, and governance standards. Working closely with Total Rewards, Talent Management, HR, Finance, Legal, and business leaders, you will drive large-scale workforce and compensation transformation initiatives. The role combines strategic design, analytical rigor, stakeholder leadership, and organizational change management. You will also establish sustainable frameworks that support workforce planning, career mobility, pay equity, and long-term organizational growth.

Responsibilities

• Own the design and evolution of the global job architecture, including job families, career streams, level definitions, evaluation methodologies, and leveling criteria across functions, geographies, and business units.
• Establish scalable architecture principles and standards that support workforce planning, organizational design, talent mobility, career development, succession planning, and compensation decision-making.
• Design and evolve global salary structures and range methodologies using external market benchmarks, competitive intelligence, internal workforce data, and the organization’s compensation philosophy.
• Develop geographic pay frameworks and market differentiation approaches aligned with a global operating model.
• Lead financial modeling, scenario analysis, and impact assessments for compensation structures in partnership with Finance, Legal, Compensation, and other stakeholders.
• Own the enterprise job evaluation methodology and establish consistent, transparent, and scalable standards for assessing