Vice President, Global Compensation

Responsibilities

• Serve as compensation advisor to our Total Rewards leader, must be able to influence and drive decisions at an executive level.
• Responsible for leading the work and presenting to the Compensation Committee of the Board.
• Provide thought leadership and drive internal conversations in the compensation space, especially around the executive compensation environment.
• Drive innovation in compensation design to stay ahead of dynamic market conditions, acting as a highly responsive and strategic partner to internal business leaders.
• Drive Meta's bi-annual compensation process with seamless execution globally.
• Own and optimize global hiring compensation operations, ensuring competitive and equitable offer delivery at scale.
• Partner closely with the recruiting organization to deliver a robust talent plan and seamless candidate compensation experience.
• Lead the design and governance of hiring compensation frameworks, including offer approval workflows, market pricing, and competitive positioning strategies.
• Drive efficiency and speed in hiring compensation delivery without compromising quality or compliance.
• Lead the global compensation analytics function, delivering data-driven insights that inform executive decision-making and compensation strategy.
• Develop real-time dashboards and reporting infrastructure to enable transparency and accountability across the compensation ecosystem.
• Translate complex data into compelling narratives for senior leadership and the Board.
• Own the strategy, roadmap, and execution of Meta's compensation business systems infrastructure.
• Drive automation and AI-enabled solutions across compensation processes to increase efficiency, reduce manual intervention, and improve accuracy.
• Ensure systems scalability and integration across HR technology platforms to support global operations.
• Lead the modernization of compensation technology to support evolving job architecture and AI-driven frameworks.
• Evolve the job architecture, including leading the transition to AI-driven frameworks, to align with the evolving world of AI-impacted roles.
• Lead the design and governance of global sales incentive plans and variable compensation programs.
• Ensure compliance with all regulatory responsibilities (e.g., FLSA, SOX, SEC) and manage international scope, including pay gap reporting across a global footprint.
• Develop and lead a world-class, integrated team spanning compensation analytics, systems, hiring operations, and compensation design.
• Foster a culture of innovation, operational excellence, and data-driven decision-making.

Qualifications

• Executive Leadership & Experience: 15+ years of progressive HR/Compensation experience, including prior VP-level experience at a strategically led company with demonstrated ownership of compensation analytics, systems, and/or hiring operations.
• Executive Compensation & Governance: Deep expertise in executive compensation design and governance, with proven experience leading rewards topics and presenting materials to a Compensation Committee of the Board, including developing the Compensation Discussion & Analysis (CD&A) for the annual Proxy.
• Analytics & Data Acumen: Strong command of compensation analytics, including pay equity modeling, market benchmarking, predictive analytics, and the ability to translate data into strategic recommendations for C-suite and Board audiences.
• Systems & Technology Leadership: Experience leading compensation systems strategy and implementation at scale, with a track record of driving automation, AI-enabled solutions, and technology modernization within the HR/compensation domain.
• Global Compensation & Compliance: Extensive experience designing and managing broad-based compensation programs globally. Must ensure compliance with all regulatory responsibilities (e.g., FLSA, SOX, SEC) and manage international scope, including pay gap reporting across a global footprint.
• Hiring Operations Expertise: Demonstrated experience leading or closely partnering with hiring/recruiting operations to deliver competitive, compliant, and efficient compensation at the point of hire.
• Organizational Transformation & Change: Proven track record leading organizational transformations at scale, with excellence in change management, a strong risk tolerance, and the ability to challenge established practices.
• Strategic & Technical Acumen: Strategic mindset to connect compensation strategy to business outcomes, demonstrated creativity and innovation in compensation design, and strong partnership/influencing skills at the executive level.