Senior Director, Compensation

The Senior Director, Compensation is a strategic leader responsible for designing, governing, and evolving the organization’s global compensation philosophy, programs, and practices. This role ensures compensation strategies attract, retain, and motivate top talent while supporting business objectives, regulatory compliance, and internal equity. The Senior Director partners closely with executive leadership, HR Business Partners, Finance, Legal, and external advisors to deliver market-competitive, scalable, and data-driven compensation solutions.

Strategic Leadership

• Lead the development and execution of enterprise-wide compensation strategy aligned with business priorities, talent strategy, and organizational values. Lead ongoing governance of compensation programs across multiple geographies, ensuring consistency while respecting local market and regulatory requirements.
• Serve as a trusted advisor to executive leadership and senior management on compensation-related topics, trends, and implications. Support executive and board-level compensation activities, including materials for Compensation Committees where applicable.  Assist in the design, administration, and communication of executive compensation programs.
• Translate business and workforce strategies into sustainable base pay, incentive, and long-term incentive program designs.
• Lead, develop, and mentor a high-performing compensation team.
• Partner closely with HR Business Partners, Talent, Rewards, and Finance to ensure seamless integration of compensation into broader people programs.

Program Design and Governance

• Oversee all compensation programs, including base salary structures, annual incentive plans, sales incentives, and equity/long-term incentive programs (as applicable).
• Establish and maintain global compensation governance frameworks, policies, and approval authorities.
• Ensure programs support pay-for-performance outcomes while maintaining internal equity and external competitiveness.
• Lead job architecture, job evaluation, and job leveling frameworks across the organization.
• Oversee market pricing using reputable survey data to ensure competitive positioning.
• Develop advanced compensation analytics, dashboards, and insights to inform leadership decision-making.
• Ensure compliance with applicable compensation-related laws and regulations (e.g., pay transparency, equal pay, disclosure requirements).
• Lead proactive pay equity analysis and remediation efforts.
• Partner with Legal and HR to mitigate compensation-related risk.

Global Deployment and Business Process Development

• Partner with HR Technology, IT, and external vendors on compensation-related system strategy and enablement, including SuccessFactors and related HRIS, ensuring scalable, auditable, and user-friendly solutions, and enhance compensation workflows, automation, and reporting capabilities.
• Drive continuous improvement of compensation business processes to increase efficiency, accuracy, and stakeholder experience. Lead large-scale compensation business process reengineering initiatives to simplify, standardize, and modernize end-to-end compensation operations.
• Redesign workflows to improve governance, cycle time, transparency, and scalability across global teams.
• Evaluate and leverage emerging technologies, including artificial intelligence and advanced analytics, to improve compensation modeling, market pricing, pay equity analysis, and decision support.
• Identify opportunities to streamline approval processes, reduce manual effort, and improve data integrity through system and process enhancements.

M&A and Corporate Transactions

• Serve as the compensation subject matter expert for mergers, acquisitions, divestitures, joint ventures, and other complex corporate transactions. Lead compensation due diligence, including analysis of target company pay structures, incentive plans, equity programs, and employment agreements.
• Design and execute compensation integration strategies, including job architecture harmonization, pay alignment, incentive redesign, and retention programs.
• Partner with Legal, Finance, HR, and external advisors to support transaction structuring, communications, and post-close execution.
• Provide analytical modeling and scenario planning to support leadership decision-making during transactions.

• BA degree in Human Resources, Finance, Business, Economics, or a related field.
• 12+ years of progressive compensation experience, including senior leadership roles in complex, global organizations.
• Deep expertise in global compensation deployment, governance, and program execution across multiple regions.
• Strong understanding of compensation systems and HR technology, including hands-on experience with SuccessFactors (or similar enterprise platforms).
• Demonstrated experience applying emerging technologies, including AI-driven tools and advanced analytics, to compensation strategy, modeling, and insights.
• Proven track record supporting mergers, acquisitions, divestitures, and complex corporate transactions from a compensation perspective.
• Experience leading business process reengineering initiatives and driving large-scale transformation.
• Exceptional analytical, problem-solving, and executive communication skills.
• Demonstrated ability to influence and advise senior leaders in high-stakes, ambiguous environments.