Manager, Global Compensation

Job Description:

The Manager, Global Compensation is responsible for building, implementing, and maintaining global compensation programs across the U.S. and India. This role will establish the foundational compensation structure—including job architecture, salary structures, governance frameworks, and incentive plan administration—and ensure these programs are scalable, competitive, compliant, and aligned with business strategy.

This role operates as the primary compensation authority within HR Shared Services, bringing structure, consistency, and discipline to compensation practices while enabling informed and defensible decision-making across the organization.

The role requires a balance of strategic thinking, operational execution, and people leadership in a fast-paced and evolving environment.

Compensation Strategy & Structure Development

• Build and implement global job architecture, including job leveling and career frameworks
• Design and establish salary structures, compensation frameworks, and market positioning strategies for the U.S. and India
• Translate company compensation philosophy into clear, actionable guidelines
• Develop and implement compensation policies, standards, and governance frameworks
• Analyze market trends and compensation data to ensure programs remain competitive and aligned with organizational objectives

Incentive Plan Strategy & Governance

• Partner with Finance and HR Leadership to design, implement, and maintain organization-wide incentive plans and programs
• Support the administration and governance of leadership incentive programs and other company-wide variable compensation initiatives
• Establish eligibility guidelines, governance standards, and compensation treatment for incentive programs
• Partner with Sales Operations to ensure alignment and accurate administration of sales variable incentive plan eligibility and compensation-related impacts within HR systems
• Ensure compensation programs and incentive plans are aligned with company philosophy, budgeting practices, and workforce strategy

Governance & Decision Frameworks

• Establish compensation approval processes and guardrails to ensure consistency and control
• Review and approve complex or high-impact compensation decisions
• Reduce ad hoc and inconsistent practices by implementing structured decision frameworks
• Ensure compensation decisions are documented, auditable, and aligned with policy
• Monitor internal equity, pay compression, and compensation-related risks and recommend appropriate actions

Program Leadership & Execution Oversight

• Lead annual compensation planning cycles, including merit planning and compensation adjustments, with structure and discipline
• Ensure compensation programs are scalable, efficient, and clearly understood
• Oversee execution while partnering with team members for transactional support
• Ensure compensation processes are repeatable, sustainable, and appropriately documented

Advisory & Business Partnership

• Serve as the primary advisor to HR Business Partners and business leaders on compensation matters
• Provide clear, confident recommendations and guidance on compensation decisions
• Partner with Finance on labor cost alignment, budgeting, and workforce planning
• Influence and guide leaders toward consistent and defensible compensation decisions aligned with company philosophy and governance standards

Global Alignment

• Ensure consistency in compensation approach across regions while adapting to local market conditions
• Provide guidance on India compensation practices within a global framework
• Support alignment between global compensation practices and local regulatory requirements

Analytics & Insights

• Define key compensation metrics and reporting needs
• Interpret data and provide insights to support decision-making
• Analyze compensation trends, compression risks, and internal equity considerations to support informed compensation decisions
• Partner with HRIS and analysts to ensure reporting accuracy, automation, and data integrity

Team Leadership & Development

• Provide leadership, direction, and context to compensation team members to ensure alignment with departmental goals and organizational strategy
• Effectively delegate work while ensuring understanding, accountability, and quality execution
• Communicate priorities, strategic direction, and business context to team members and stakeholders
• Foster collaboration, development, and continuous improvement within the compensation function

Perform other duties that support the overall objective of the position.

Education Required:

• Bachelor’s degree in Human Resources, Business, Finance, or related field.
• Or, any combination of education and experience which would provide the required qualifications for the position.

Experience Required:

• 7+ years of progressive compensation experience
• 2+ years of people leadership experience, including delegation, coaching, and oversight of compensation-related work
• Experience building or significantly enhancing compensation structures and frameworks
• Experience supporting compensation programs in a global environment (U.S. required; India preferred)
• Experience advising HR and business leaders on compensation decisions
• Experience partnering with Finance on compensation planning, budgeting, or incentive programs
• Experience working within Workday or similar HCM system preferred

License/Certification Required:

• Certified Compensation Professional (CCP) preferred

Knowledge, Skills & Abilities:

• Knowledge of: Compensation design principles and governance models. Market pricing methodologies and benchmarking. Incentive compensation concepts and governance. Pay equity and compliance requirements. Compensation budgeting and workforce planning.
• Skill in: Strategic thinking and problem solving. Data interpretation and decision-making. Clear and confident communication with stakeholders. Influencing without direct authority. Structuring ambiguous problems into actionable solutions. Communicating context, expectations, and strategic direction to team members and stakeholders.
• Ability to: Operate independently in an evolving environment. Build structure where limited processes exist today. Balance global consistency with local market needs. Prioritize high-impact work over transactional tasks. Make and defend compensation recommendations. Effectively delegate work while ensuring alignment, understanding, and accountability.

The company has reviewed this job description to ensure that essential functions and basic duties have been included. It is intended to provide guidelines for job expectations and the employee's ability to perform the position described. It is not intended to be construed as an exhaustive list of all functions, responsibilities, skills and abilities. Additional functions and requirements may be assigned by supervisors as deemed appropriate. This document does not represent a contract of employment, and the company reserves the right to change this job description and/or assign tasks for the employee to perform, as the company may deem appropriate.

is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.

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