About the Role
You will lead the design, implementation, and management of global compensation programs, ensuring they are competitive, equitable, scalable, and aligned with business goals. You will own the end-to-end annual compensation cycle, including merit, bonus, and other incentive programs, while partnering closely with HR, Finance, and senior leadership to drive pay-for-performance strategies. You will build frameworks for job architecture, salary structures, and incentive programs, analyze market data, and advise on pay equity and total rewards strategy. You will act as a trusted advisor to senior leadership, contributing to both tactical execution and long-term compensation strategy, reporting to the SVP of Total Rewards, People Systems & Operations.
Requirements
- 10+ years of compensation experience, including 5+ years of direct management and leading project teams
- Prior consulting experience is a plus
- Strong analytical, modeling, and data-driven skills, with HCM experience (Workday preferred) and survey aggregators (CompAnalyst preferred)
- Experience with Workday Advanced Compensation module is also a plus
- Bachelor's degree in HR, Finance, Business, or related field; CCP or advanced degree preferred
- Deep expertise in base and variable compensation, including managing large-scale merit and bonus cycles across diverse business units
- Proven track record designing and rolling out compensation programs, job architectures, and salary structures
- Hands-on experience with market benchmarking, pay equity, and incentive program design
- Exceptional stakeholder management and communication skills
- Skilled in broad project management and process optimization
- Business-savvy, with a solid understanding of financial implications and budget impact of compensation programs
Responsibilities
- Lead day-to-day compensation operations across diverse business units, including market pricing, role leveling, career ladder development, and FLSA compliance reviews
- Direct the annual merit and bonus planning process, including timeline development, system configuration, communications, and analysis of outcomes
- Conduct ongoing market intelligence and industry benchmarking to ensure pay competitiveness and inform program enhancements
- Apply compensation philosophy and principles to design, implement, and maintain key compensation programs
- Collaborate with senior leadership and the People Team to develop, pilot, and implement innovative compensation programs
- Lead or support cross-People Team initiatives and projects, ensuring alignment with broader People and business strategies
- Partner with People Systems & Data Management teams on compensation systems development, implementation, and maintenance
- Work closely with stakeholders across People, Legal, Finance, and business leadership to continuously improve compensation processes
- Support the SVP of Total Rewards, People Systems & HR Operations in shaping the overall compensation function, including team development
Benefits
- Access to the tools, leadership, and resources needed to create and drive a center of excellence
- Competitive programs to support your well-being