Director – Global Compensation Strategy & Design
| Company | Salesforce |
|---|---|
| Location | Indianapolis, IN, USA, Atlanta, GA, USA |
| Salary | $Not Provided – $Not Provided |
| Type | Full-Time |
| Degrees | Bachelor’s |
| Experience Level | Expert or higher |
Requirements
- 10+ years of progressive compensation experience, with a strong focus on global compensation design in an enterprise technology environment.
- Strong technical acumen and market expertise with the ability to analyze complex data and translate it into actionable compensation strategies.
- Expertise in architecting global frameworks for cash and equity compensation, including familiarity with RSUs, stock options, ESPPs, and performance-based awards.
- Strong command of global market trends, labor regulations, pay transparency, and global pay fairness practices across major tech hubs.
- Demonstrated ability to craft compelling narratives and build business cases around compensation strategy that resonate with diverse audiences.
- Proficiency in tools such as Radford, Mercer, MarketPay, Workday, and advanced Excel modeling.
- Executive presence with concise, articulate communication skills, tailored to the audience—from HR teams to C-suite stakeholders.
- Proven ability to influence without authority, owning and driving projects across cross-functional teams.
- A track record of developing creative compensation solutions (e.g., restructured frameworks, carved-out merit strategies) that meet both financial and organizational goals.
- Bachelor’s degree in Business, HR, Finance, Economics, or a related field; advanced degree or CCP certification is a strong plus.
Responsibilities
- Design global compensation strategies across regions (AMER, EMEA, APAC, LATAM), aligning programs with local market dynamics, regulatory requirements, and business strategy.
- Architect and evolve global pay structures ensuring consistency and competitiveness across functions and geographies.
- Design and evolve core compensation programs such as promotion frameworks, merit cycle processes, and enterprise-wide compensation policies to support business growth and talent development.
- Drive job architecture, leveling frameworks, and internal equity strategies at enterprise scale, supporting workforce planning and career pathing initiatives.
- Analyze and interpret market data from multiple sources (e.g., Radford, Mercer, Willis Towers Watson) to inform compensation program design.
- Alongside Global Rewards Partners, serve as a strategic thought partner to HR Business Partners, Talent Acquisition, and senior leadership on compensation design, offer structuring, and employee retention.
- Develop robust cost modeling and scenario planning to evaluate compensation design decisions and ensure financial sustainability.
- Prepare and present materials for executive leadership including total rewards philosophy, benchmarking, and policy recommendations.
- Monitor global compensation legislation and regulatory requirements, partnering with Legal and Compliance to mitigate risk and ensure adherence.
Preferred Qualifications
- Think globally and act strategically, balancing business goals with local relevance and compliance.
- Enjoy leading complex initiatives as a high-impact individual contributor with autonomy and ownership.
- Are passionate about driving equity and global pay fairness through data-informed, scalable programs.
- Consistently show flexibility and full engagement, even in fast-paced or ambiguous situations.
- Communicate effectively—adapting your message to different audiences with clarity and purpose.
- Excel at building strong partnerships, particularly with Employee Success Business Partners (ESBPs), Finance, and executive stakeholders.
- Thrive in a tech-driven, results-oriented, and collaborative enterprise environment.