Director, Global Compensation

Jobgether; United States; On-site; USD 201,000 - 251,000; Full time

Benefits offered by this job

Base salary onsite

Equity opportunities

Executive visibility

Professional growth

AI-enabled tools

Job summary

Jobgether is seeking a Director, Global Compensation based in the United States to lead total rewards on a global scale. The role blends strategic program design with hands-on analytics, governance, planning, and execution across base pay, incentives, equity, and market pricing.

You will partner with HR, Finance, Legal, and senior leaders to balance global consistency with local market needs and drive compensation effectiveness in a fast-changing environment.

Qualifications

• Bachelor's degree or equivalent practical experience.
• 10+ years of progressive compensation or Total Rewards experience, including senior-level global exposure.
• Experience designing and governing global compensation frameworks across multiple countries.
• Expertise in base pay, incentives, equity, market pricing, and pay governance.
• Experience establishing KPIs, controls, audits, and governance mechanisms.
• Experience partnering with Finance on budgets, forecasting, and modeling.
• Ability to present compensation recommendations to senior executives.
• Understanding of global compensation regulatory considerations and pay equity.

Responsibilities

• Translate compensation strategy into global, scalable programs covering base salary, incentives, equity, and market pricing.
• Govern structures, pricing methodologies, job architecture, career frameworks across countries.
• Collaborate with HRBPs, Finance, Legal, and leaders to apply global frameworks locally.
• Establish governance, KPIs, dashboards, controls, and audit processes.
• Support annual and mid-year cycles, including modeling, budgeting, forecasting, and communication.
• Analyze offers, promotions, market adjustments, pay equity, and equity utilization to identify trends and risks.
• Develop executive-ready analyses, recommendations, and presentations for senior leaders.
• Evolve equity and long-term incentive practices, including new-hire/refresh programs.
• Create clear compensation communications and manager education materials.

Skills

Strategic thinking

Executive advisory

Stakeholder management

Data analytics

Communication

Leadership

Education

Bachelor's degree

Tools

Workday Advanced Compensation

Job description

This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a Director, Global Compensation based in United States.

This is a high-impact leadership opportunity within a growing Total Rewards organization, focused on shaping scalable and globally consistent compensation programs.

You will help evolve approaches across base pay, incentives, equity, market pricing, job architecture, pay equity, and compensation governance.

The role combines strategic program design with hands‑on analytics, governance, planning, and execution.

You will partner closely with HR, Finance, HR Technology, Legal, Talent Acquisition, and business leaders across multiple markets.

A key focus will be building the metrics, controls, audits, and insights needed to evaluate program effectiveness and continuously improve compensation practices.

You will also help make complex compensation topics clear through executive recommendations, manager education, and employee communications.

This role is ideal for a senior compensation leader who can balance global consistency with local market needs while influencing decisions in a fast‑evolving environment.

Accountabilities

• Partner with Total Rewards leadership to translate compensation strategy into competitive, scalable, equitable, and effective global programs covering base salary, incentives, equity, and market pricing.
• Evolve and govern global compensation structures, market‑pricing methodologies, job architecture, job levels, career frameworks, and decision guidelines across multiple countries.
• Collaborate with HR Business Partners, Regional HR, Talent Acquisition, Finance, Legal, and other stakeholders to apply global frameworks while accounting for local market and regulatory requirements.
• Establish governance mechanisms, KPIs, dashboards, controls, and audit processes that promote consistent compensation decisions and identify opportunities for improvement.
• Support annual and mid‑year compensation cycles, including modeling, budgeting, forecasting, scenario analysis, communications, and execution in partnership with Finance, HR Technology, and HR teams.
• Analyze offers, promotions, market adjustments, pay equity, internal equity, pay compression, market competitiveness, and other compensation decisions to identify trends, risks, and opportunities.
• Develop executive‑ready compensation and equity analyses, recommendations, presentations, and materials for senior leadership and complex compensation matters.
• Support the evolution of equity and long‑term incentive practices, including new‑hire and refresh programs, utilization, dilution, employee understanding, and share forecasting.
• Develop clear compensation communications, manager resources, educational materials, and presentations that make compensation philosophies and decision frameworks accessible to different audiences.
• Advise HR Business Partners and business leaders on complex compensation matters, including evolving needs associated with organizational growth and commercialization.
• Partner with HR Technology as the compensation business owner for compensation systems, including Workday Advanced Compensation, data integrity, reporting, process optimization, and technology enhancements.
• Identify opportunities to simplify and automate compensation processes, strengthen analytics, and leverage emerging AI‑enabled tools.
• Coach Total Rewards professionals and contribute subject‑matter expertise to strengthen the broader compensation function.

Requirements

• Bachelor’s degree or equivalent practical experience.
• 10+ years of progressive compensation or Total Rewards experience, including significant senior‑level experience within a global compensation function.
• Demonstrated experience designing, evolving, and governing global compensation frameworks across multiple countries.
• Strong expertise across broad‑based compensation, incentives, equity, market pricing, job architecture, pay equity, pay transparency, and compensation governance.
• Experience establishing compensation KPIs, controls, audits, and governance mechanisms and using insights to drive continuous program improvement.
• Strong experience partnering with Finance on compensation budgets, forecasting, modeling, scenario analysis, and enterprise compensation planning.
• Proven ability to serve as a trusted advisor to senior HR and business leaders, influence decisions, constructively challenge stakeholders, and build alignment around complex or sensitive topics.
• Demonstrated ability to independently develop and present compensation recommendations to senior executives and translate complex data into clear business insights.
• Strong understanding of global compensation regulatory considerations, pay equity, and pay transparency requirements.
• Exceptional written and verbal communication skills, with experience creating executive presentations, manager education, and employee‑facing compensation communications.
• Ability to operate strategically while remaining highly hands‑on, moving effectively between data analysis, problem solving, program design, stakeholder influence, and execution.
• Strong analytical, judgment, organizational, and project management capabilities, with the ability to navigate ambiguity and competing priorities.
• Demonstrated ability to coach and develop compensation professionals and build technical and business‑partnering capabilities across a Total Rewards team.
• Preferred: experience supporting a rapidly scaling biotechnology or pharmaceutical organization through commercialization.
• Preferred: experience with executive compensation, Compensation Committee analyses, equity utilization, dilution, burn rate, and share forecasting.
• Preferred: experience with Workday Advanced Compensation and/or leading compensation professionals.
• Preferred: CCP or another relevant compensation certification.

Benefits

• Base salary range of $201,000–$251,000 USD for candidates working onsite at the headquarters in Redwood City, California; actual compensation may vary based on role, level, location, experience, skills, education, and market conditions.
• Competitive overall total rewards package combining cash compensation, equity opportunities, benefits, and learning and development.
• Opportunity to shape global compensation programs within a growing Total Rewards Center of Excellence.
• High visibility and direct partnership with senior HR, Finance, business, and executive stakeholders.
• Opportunity to influence compensation strategy, governance, analytics, technology, and employee communications across multiple markets.
• Exposure to complex global compensation programs, including equity, pay equity, job architecture, incentives, and pay transparency.
• Opportunities to contribute to process automation, advanced analytics, and emerging AI‑enabled compensation tools.
• Professional growth through coaching, cross‑functional collaboration, and participation in strategic Total Rewards initiatives.