Sr. Manager Global Compensation

Sr. Manager Global Compensation

Requirements

• 8+ years leading compensation programs across global, executive, equity, and sales populations
• Experience building job architecture and global salary structures across multiple geographies
• 2+ years of experience leading high-performing global and/or remote teams
• Hands-on success implementing and optimizing comp systems like Pave and PayFactors, with strong HRIS integration knowledge (DayForce, Workday, ADP or UKG)
• Deep expertise in benchmarking and market pricing using Radford, Mercer, and/or WTW
• Proven experience benchmarking base salaries and incentive compensation for sales roles, in partnership with sales compensation
• Strong command of executive comp design and equity programs (RSUs, options, performance awards)
• Solid understanding of global pay compliance (FLSA, OFCCP, pay equity)
• Advanced analytical skills in modeling, budgeting, and AI-powered insights
• Clear communicator and trusted partner across functions and senior leadership
• Experience working in fast-paced, high-growth tech organizations

Responsibilities

• Build and lead compensation programs across broad-based, executive, equity, and sales roles to drive performance, retention, and business growth
• Design, implement, and continuously evolve global job architecture and leveling frameworks to support career progression and pay equity
• Develop and maintain competitive, transparent compensation ranges aligned to market data and internal structures across geographies and job families
• Lead compensation benchmarking strategy, including survey submission, pricing methodology, and market position analysis using tools like Radford, Mercer, and Pave
• Implement, activate, and optimize compensation systems (e.g., Pave, PayFactors), ensuring clean data flow, market pricing accuracy, and seamless HRIS integration
• Guide executive compensation design, equity strategy, and governance, including ELT-facing materials and support for equity programs
• Lead annual compensation planning cycles, ensuring alignment with budget, compliance with global pay equity laws, and a strong user experience for managers and P&C
• Provide compensation guidance and training to P&C BPs, recruiters, business leaders, and employees to drive informed and consistent compensation decisions
• Build compensation models and analytics to support scenario planning, cost impact modeling, and executive decision-making
• Partner cross-functionally with People, Finance, Sales Comp, and senior leadership to ensure compensation strategy aligns with business priorities, operating plans, and company culture

Preferred Qualifications

No preferred qualifications provided.