Senior Global Compensation Director

Bachelor’s degree in HR, Finance, Business, or related field
15+ years of progressive compensation experience
Strong analytical and financial modeling skills; high proficiency in Excel / Sheets and compensation software
Excellent communication skills with the ability to influence senior stakeholders
Deep understanding of compensation trends, compliance, and best practices across geographies
Experience with equity administration including stock options and restricted stock units
Experience creating and working with pay grades, the Radford grade structure (or similar), promotions, org transfers, range widths, setting mid-points, and compa ratios
A history of being ingrained in a big company to have experienced at least a few cycles of compensation evolution e.g. upgrades to market, or if from a small company, experience designing a compensation system
Prior experience working with Willis Towers Watson, Aon Radford, Mercer, Meridian, Compensia, Korn Ferry or related compensation consulting firms
Built and delivered compensation training to employees and managers
Past socialization of compensation changes ahead of time, bringing in key stakeholders for support and frequent follow-up communication
Experience creating job leveling matrices

Own IonQ’s broad-based, global compensation programs, including base pay, bonus plans, equity, and build full jobs architecture including job leveling system and pay grades.
Lead annual compensation processes, including merit cycles, bonus planning, and salary structure reviews.
Partner with the Chief People Officer, the Compensation Committee, and external compensation consultant on executive compensation management.
Partner with HRBPs and business leaders to provide compensation guidance for leveling, benchmarking, equity analysis, organizational design, promotions, and role evaluations.
Partner with Talent Acquisition to ensure job offers are internally aligned and competitive with the external market.
Conduct regular benchmarking, market analysis, and internal pay equity assessments.
Ensure compliance with applicable regulations (e.g., FLSA, pay transparency laws, international standards).
Present findings and proposals to senior leadership and drive compensation decisions aligned with company goals.
Manage compensation tools, systems, and vendors, ensuring efficient and accurate operations.