VP, Global Compensation Administration & Governance

About the Role

This senior leadership role will own the operational excellence, governance, and continuous improvement of global broad-based compensation programs. You will establish scalable processes covering compensation planning, salary structures, market pricing, job architecture, pay equity, transparency, compliance, and compensation technology. Working across a global workforce, you will partner with Total Rewards, HR Technology, Talent Management, Payroll, Finance, Legal, Talent Acquisition, and HR leadership. The role combines strategic thinking with hands-on operational ownership, particularly as the function establishes its foundational operating model. You will use data, automation, analytics, and emerging AI capabilities to strengthen compensation decision-making and employee experiences. As the function matures, you will have the opportunity to build and lead a dedicated compensation administration team.

Responsibilities

• Lead the administration of global broad-based compensation programs, including salary increases, promotions, market adjustments, and other compensation actions.
• Own the preparation, execution, and administration of annual compensation planning cycles, including timelines, governance, system configuration, testing, validation, reporting, and stakeholder support.
• Manage compensation workflows, approvals, planning systems, governance processes, and operational procedures.
• Maintain salary grades, salary bands, range structures, market pricing methodologies, and related compensation frameworks.
• Conduct salary structure reviews, market movement analyses, geographic differential assessments, and compensation competitiveness evaluations.
• Lead compensation survey participation and market benchmarking activities, including submissions, data validation, vendor management, and survey governance.
• Serve as the steward of the global job architecture, governing job families, career levels, classifications, job catalogs, and organizational job structures.
• Evaluate requests for new jobs, job modifications, and job retirements while maintaining consistency across career levels, salary structures, career paths, and organizational design.
• Govern the job description library, standards, templates, and documentation practices in partnership with Talent Management, HR Business Partners, and Talent Acquisition.
• Lead and support pay equity analyses, pay transparency initiatives, regulatory reporting, compensation disclosures, and related governance activities.
• Identify potential pay disparities, compensation trends, and compliance risks and develop appropriate recommendations with Compensation, People Analytics, HR, Legal, and business leaders.
• Maintain salary range disclosure processes, pay equity reporting, compensation metrics, and related governance standards.
• Monitor emerging compensation regulations and reporting requirements and develop guidance and educational materials as needed.
• Own compensation policies, guidelines, operating procedures, governance documentation, and internal control frameworks.
• Establish audit-ready compensation governance practices and conduct compensation audits and compliance reviews.
• Manage policy exception processes, track compensation-related risks, and support internal and external audits.
• Develop recurring compensation dashboards, scorecards, executive reports, and operational performance metrics.
• Analyze compensation trends, market competitiveness, workforce impacts, and internal pay relationships to provide actionable insights to leadership.
• Partner with HR Technology on compensation system functionality, enhancements, implementations, upgrades, testing, configuration, and data integrity.
• Identify opportunities for automation and leverage Power BI, advanced analytics, AI-enabled tools, and data visualization to improve compensation administration and decision-making.
• Evaluate and recommend compensation technology, workflow automation, and AI solutions that improve scalability, efficiency, governance, reporting, and data quality.
• Translate compensation program designs into sustainable operational processes and governance frameworks.
• Lead implementation planning, change management, communications support, testing, and operational readiness for compensation initiatives.
• Collaborate closely with Total Rewards, Benefits, Executive Compensation, Talent Management, Talent Acquisition, Finance, Payroll, HR Technology, Legal, HR Business Partners, and business leadership.
• Design compensation services with a customer-centric mindset that reduces administrative friction while maintaining strong governance, accuracy, and compliance.
• Initially operate as an individual contributor while establishing the foundation for a future compensation administration team and operating model.

Requirements

• 10–12 years of progressive compensation experience, with demonstrated expertise in global compensation administration, compensation planning, governance, job architecture, market pricing, and compensation technology.
• Experience supporting compensation programs across multiple countries and regions, with a strong understanding of global compensation practices, market dynamics, and regulatory requirements.
• Deep knowledge of broad-based compensation programs, including salary structures, market pricing, annual compensation planning, pay equity, pay transparency, policy administration, and governance.
• Strong expertise in job architecture, job evaluation, career frameworks, job classification, and organizational job governance.
• Excellent analytical, problem-solving, and decision-making skills, with the ability to translate compensation data and market trends into actionable recommendations.
• Experience with compensation planning systems, HRIS platforms, Power BI or similar business intelligence tools, automation solutions, and emerging AI capabilities.
• Demonstrated success improving compensation processes through automation, standardization, technology, and scalable operating models.
• Strong understanding of compensation data governance, controls, reporting accuracy, compliance, and audit readiness.
• Proven ability to build effective partnerships across Compensation, Total Rewards, HR Business Partners, Talent Management, Talent Acquisition, Finance, Payroll, HR Technology, Legal, and business leadership.
• Excellent communication and consulting skills, with the ability to explain complex compensation concepts clearly to executives, managers, HR professionals, and other stakeholders.
• Strong leadership capabilities with experience leading teams, programs, or cross-functional initiatives and consistently driving outcomes without relying solely on direct authority.
• Ability to operate effectively in a global environment and collaborate across North America, EMEA, and APAC time zones.
• Demonstrated curiosity, adaptability, accountability, integrity, and commitment to continuous improvement.
• Strong client and stakeholder orientation, with a focus on creating practical solutions that balance business needs, employee experience, fairness, and compliance.

Benefits

• Annual salary range of $180,000–$200,000 USD, depending on qualifications, experience, skills, location, seniority, and other job-related factors.
• Eligibility for bonus compensation.
• Comprehensive benefits package for eligible employees.
• Medical, dental, and vision insurance.
• 401(k) plan.
• Paid time off.
• Fully remote position available anywhere within the United States.
• Opportunity to establish and scale a global compensation administration function.
• High-impact leadership role with significant exposure to executive stakeholders and global HR functions.
• Opportunity to leverage advanced analytics, automation, and AI to modernize compensation operations.
• Collaborative, inclusive environment that values continuous learning, accountability, innovation, and diverse perspectives.
• Opportunity to influence global compensation governance, employee experience, and organizational growth.