VP, Global Compensation

We need to output HTML fragment with sections for headings present in posting: About Salesforce, The Opportunity, What You'll Own, What You'll Bring, How You Lead, Unleash Your Potential? Also maybe "Job Details" but that's just heading before content. The instruction: use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we should map headings to those generic ones? Actually they say use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). That suggests we should use those standard headings if applicable. But we can also use other headings? The examples are just examples; they say use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Likely they want us to use those headings when appropriate. However the posting has sections like "About Salesforce", "The Opportunity", "What You'll Own", "What You'll Bring", "How You Lead", "Unleash Your Potential". We could map: About Salesforce -> About the role? Not exactly. But maybe we keep the actual heading text as

. The instruction: "use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It doesn't forbid other headings, just gives examples. Safer to use the actual heading text from posting inside

. Also we must not repeat job title as heading; we don't have title. We need to remove boilerplate: first sentence about applying max 3 roles, Job Category Employee Success, Job Details, etc. Also remove cookie/navigation/legal/EEO etc. There's none explicit besides maybe the first sentence. Also remove duplicated lines. We need to preserve all substantive information. Use

• for any list of duties/requirements/benefits. The posting has many bullet-like sentences but not explicit bullet list. We need to identify lists: Under "What You'll Own" there are multiple paragraphs each starting with a bold phrase? Actually the text: "Set worldwide strategy and governance: Define the global compensation philosophy.... Build practical governance.... Shape enterprise and Board-level decisions.... Architect Jobs And Pay Globally Own the global job architecture.... Design scalable pay structures.... Respond to changing skill value.... Lead Global Compensation Programs Run the annual compensation agenda.... Manage total direct compensation coherently.... Maintain the global policy suite.... Advance Pay Equity And Transparency Build objective pay practices.... Lead global pay-equity analytics.... Operate across the U.S. regulatory mosaic.... Set the global transparency framework.... Turn Data Into Enterprise Decisions Model the choices.... Strengthen the data foundation.... Measure what matters.... Build The Future Of Compensation Translate changes in work into pay implications.... Run disciplined experiments.... Apply AI responsibly.... Lead Compensation Through Acquisitions And Change Own the global compensation workstream for M&A.... Create an executable integration path.... Build The Team And Enterprise Capability Lead a high-performing global function.... Raise compensation capability.... Create trust through clarity...." These are not bullet list but each is a separate sentence with a colon or dash? We could treat each as a list item. Similarly "What You'll Bring" has bullet-like items each starting with bold phrase. We'll convert those to
  • . Also "How You Lead" has list of traits. We need to output only HTML fragment, no markdown fences. Let's extract content: - About Salesforce: paragraph starting "Salesforce is the #1 AI CRM..." until "You’re in the right place!" Also includes "Agentforce is the future of AI, and you are the future of Salesforce." We'll keep that. - The Opportunity: paragraph starting "AI is changing the content of work..." until "...global compensation workstream for acquisitions." Actually The Opportunity section includes multiple paragraphs: first paragraph about AI changing work, second about looking for US-based senior leader, third about Vice President, Global Compensation will own..., fourth about role combines enterprise ownership... We'll keep as prose. - What You'll Own: list of responsibilities. We'll make
    • each. - What You'll Bring: list of qualifications. We'll make
      • . - How You Lead: list of leadership traits. We'll make
        • . - Unleash Your Potential: paragraph starting "When you join Salesforce, you’ll be limitless..." until truncated? The text ends abruptly: "Our b". Likely cut off. We need to preserve as is? It's incomplete; but we should keep what's there. Might be boilerplate? It's about benefits? It's not pay/schedule/benefits specifics. We'll keep as prose. We must not include Pay/Benefits/Schedule sections unless explicitly stated. Not present. Now produce HTML:

          About Salesforce

          ...

          The Opportunity

          ... maybe multiple paragraphs; we can wrap each in

          .

          What You'll Own

          • Set worldwide strategy and governance: Define the global compensation philosophy. Translate business strategy, workforce priorities, and talent-market realities into durable principles for how Salesforce pays across the United States and international markets.
          • Build practical governance. Establish enterprise standards, decision rights, policy ownership, approval thresholds, and documented exception paths that preserve global coherence while allowing justified local variation.
          • Shape enterprise and Board-level decisions. Prepare decision-quality analysis and materials for the C-suite, People leadership, and relevant governance bodies; present clear alternatives and explicit cost, talent, risk, and employee-impact tradeoffs while respecting formal approval authorities.
          • Architect Jobs And Pay Globally Own the global job architecture. Maintain job families, career streams, levels, profiles, and evaluation standards that support career clarity, workforce planning, organization design, and consistent pay decisions.
          • Design scalable pay structures. Set salary ranges, market-positioning principles, geographic differentials, and refresh cadences for selected U.S. and international labor markets; use reputable surveys and Legal-approved market-data protocols.
          • Respond to changing skill value. Identify critical-skill and labor-market signals, evaluate targeted premiums or differentiated approaches, and manage internal equity and compression implications.
          • Lead Global Compensation Programs Run the annual compensation agenda. Own worldwide design and governance of salary, merit, promotion, and broad-based bonus programs, including U.S. execution, budgets, systems requirements, calibration, controls, manager guidance, and employee communications.
          • Manage total direct compensation coherently. Connect base pay and broad-based incentives with equity strategy through close partnership with Executive & Equity Compensation, Finance, Tax, Legal, and Stock Administration.
          • Maintain the global policy suite. Govern pay decisions for hiring, promotions, transfers, off-cycle adjustments, geographic moves, and retention situations with clear principles and usable tools.
          • Advance Pay Equity And Transparency Build objective pay practices. Embed documented, job-related criteria into job evaluation, range design, offers, movement, and annual pay decisions.
          • Lead global pay-equity analytics. Develop recurring analyses, remediation scenarios, and execution governance; support counsel-directed reviews and keep legal conclusions and privilege decisions with Legal.
          • Operate across the U.S. regulatory mosaic. Own the range architecture, geographic-pay inputs, data, and operating controls that enable recruiting and People teams to meet evolving federal, state, and local pay-transparency and reporting requirements.
          • Set the global transparency framework. Translate candidate, employee, and reporting requirements across jurisdictions into scalable processes, manager tools, and communications.
          • Turn Data Into Enterprise Decisions Model the choices. Build multi-year forecasts and scenarios that show the cost, market, talent, equity, compression, currency, and implementation effects of major compensation decisions.
          • Strengthen the data foundation. Set global standards for compensation data quality, definitions, access, controls, and lineage across planning, market pricing, reporting, and decision support.
          • Measure what matters. Create a focused scorecard for program competitiveness, internal consistency, cycle accuracy and timeliness, budget performance, exception patterns, adoption, and operating efficiency.
          • Build The Future Of Compensation Translate changes in work into pay implications. Partner with Future of Work, Talent, Workforce Strategy, and People Analytics teams to understand how AI changes tasks, roles, skills, career paths, and talent scarcity.
          • Run disciplined experiments. Test skills-based pay, targeted skill premiums, and new approaches to AI-affected roles through defined hypotheses, guardrails, success measures, and controlled pilots before scaling.
          • Apply AI responsibly. Use governed AI, automation, and advanced analytics to improve market pricing, scenario modeling, cycle operations, anomaly detection, and advisory support. Validate data and model quality, document material assumptions, protect confidential data, monitor for discriminatory outcomes, and preserve accountable human judgment.
          • Lead Compensation Through Acquisitions And Change Own the global compensation workstream for M&A. Lead diligence, job and employee mapping, acquired-company pay and incentive assessment, retention arrangements, harmonization options, and cost and risk modeling across jurisdictions.
          • Create an executable integration path. Define decision points, transition principles, milestones, communications, and exception governance in partnership with Rewards, Finance, Legal, Tax, Payroll, Mobility, and Employee Relations.
          • Build The Team And Enterprise Capability Lead a high-performing global function. Build a diverse, succession-ready team of compensation partners with strong technical depth, business judgment, and regional credibility.
          • Raise compensation capability. Equip People Partners, recruiters, managers, and leaders with clear guidance, decision tools, and training that improve the quality and consistency of pay decisions.
          • Create trust through clarity. Explain complex choices in plain language, surface tradeoffs early, and maintain strong relationships across regions, functions, and levels.

          What You'll Bring

          • Enterprise compensation leadership. 15+ years of progressive compensation or Total Rewards experience, including leadership of complex, multi-country programs and high-performing teams.
          • Broad-based depth. Demonstrated expertise in compensation philosophy, job architecture, market pricing, salary structures, geographic pay, annual salary and incentive cycles, and program governance.
          • Business and financial judgment. Ability to connect talent choices to business strategy and model cost, workforce, market, equity, compression, and implementation tradeoffs with Finance.
          • Fairness and transparency. Experience building objective pay-setting frameworks, leading pay-equity analytics and remediation planning, and operationalizing pay-transparency requirements with Legal and People partners.
          • Data and technology fluency. Strong command of compensation data, advanced analytics, scenario modeling, visualization, HR systems, and the controls required to produce reliable decision support.
          • Responsible AI practice. Evidence of moving an AI or automation use case from experiment to controlled production with measurable improvement in accuracy, cycle time, controls, capacity, or user experience.
          • Transformation experience. A record of modernizing compensation programs or operating models, leading through ambiguity, and delivering change that managers and employees can understand and use.
          • M&A capability. Experience with compensation diligence, employee and role mapping, retention arrangements, harmonization, cost modeling, and integration governance.
          • Executive influence. Credibility with C-suite leaders and senior People, Finance, Legal, and business stakeholders; able to turn technical detail into clear choices and recommendations.
          • Cross-functional fluency. Working knowledge of executive and equity compensation, broad-based equity, sales incentives, benefits, mobility, tax, payroll, and accounting sufficient to lead across specialist boundaries.
          • U.S. and global fluency. Experience operating in a changing U.S. federal, state, and local environment and across multiple international markets, with the judgment to engage counsel early.
          • Public-