Director, Global Compensation Partner

Clarivate Plc; United States; Remote; USD 180,000 - 230,000; Full time

Job summary

Clarivate Plc is seeking a Director, Global Compensation Partner to shape compensation strategy for ~2,300 employees. You will translate market data into executive-ready recommendations and lead Annual Compensation Planning, including merit, promotions and long‑term incentives.

You will drive analytics, governance and scalable processes across functions and geographies. The role blends executive advisory, technical modeling and cross‑functional collaboration with Finance, Legal and HR Leaders.

Qualifications

• 10+ years of progressive Compensation or Total Rewards experience across global organizations.
• Senior compensation partner or leadership experience.
• Deep expertise in base pay, annual incentives, market pricing, job evaluation, salary structures and job architecture.
• Strong experience in Annual Compensation Planning including merit, promotions and bonuses.
• Experience with long‑term incentive programs preferred.
• Excellent financial acumen with modeling, budgeting and forecasting.
• Experience partnering with Finance on merit budgets, incentive funding and accruals.
• Experience using compensation survey data and market benchmarking methodologies.
• Strong knowledge of U.S. compensation practices, regulation and global coverage.

Responsibilities

• Shape and communicate a comprehensive global compensation philosophy aligned with business objectives.
• Evaluate competitiveness and effectiveness of programs using market data and internal analytics.
• Balance global consistency with regional/local-market requirements and advise senior leaders.
• Lead Annual Compensation Planning including merit, promotions and bonuses with partner teams.
• Develop tools for real-time visibility into allocations, budgets and decision quality.
• Design and evolve global job architecture, salary structures and job evaluation frameworks.
• Lead market pricing and benchmarking activities across geographies and functions.
• Support executive and long‑term incentive programs with modeling and governance.

Skills

Global compensation

Total Rewards strategy

Executive coaching

Annual compensation planning

Long-term incentives

Financial modeling

Budgeting & forecasting

FLSA knowledge

Data analytics

Excel proficiency

Stakeholder influence

Cross-functional leadership

Market benchmarking

Education

Bachelor’s degree or equivalent

Job description

The Opportunity

We are seeking a Director, Global Compensation Partner, to join our People team and help shape the future of compensation across our global organization of approximately 2,300 employees.

This highly visible, hands‑on role combines compensation strategy, program design, analytics and operational execution. The Director will help develop and evolve our global compensation philosophy and programs while ensuring they remain competitive, equitable, financially sustainable and aligned with our business and talent strategy.

The role will serve as a trusted advisor to business leaders and the HR Business Partners, translating complex compensation questions into clear, data-driven recommendations. It will also play a significant role in the Annual Compensation Planning process, including merit, promotion, bonus and long‑term incentive planning.

Success requires a leader who can move seamlessly between executive‑level strategy and detailed execution: building models, interpreting market data, evaluating jobs, configuring and testing compensation processes, developing manager tools and translating compensation strategy into a strong employee and leader experience.

What You’ll Do

Shape Our Global Compensation Strategy

• Help develop, communicate and execute a comprehensive global compensation philosophy and strategy aligned with business objectives, talent strategy and pay‑for‑performance principles.
• Continuously evaluate the competitiveness and effectiveness of compensation programs using market intelligence, internal analytics and business insights.
• Balance global consistency with regional, functional and local‑market requirements across the workforce.
• Partner with Finance, People, Legal and business leadership to recommend compensation strategies that advance competitive pay positioning while managing financial, legal and business risk.
• Serve as a trusted advisor to senior leaders and HR Business Partners on complex compensation decisions and emerging business needs.

Lead Annual Compensation Planning

• Play a leadership role in the design and execution of Annual Compensation Planning, encompassing merit increases, promotions, corporate bonus payouts and long‑term incentive allocations.
• Partner with Finance and People leadership to develop merit and incentive budgets, financial models, and forecasts.
• Develop analytical tools that provide real‑time visibility into compensation allocations, budget utilization and decision quality.
• Partner with People Systems on system configuration, testing, data validation and troubleshooting to ensure accurate and seamless cycle execution.
• Analyze cycle outcomes to assess effectiveness, identify trends and recommend improvements for future cycles.
• Create manager and HRBP communications, guidelines, training and decision‑support tools that enable consistent, sound compensation decisions.

Build Scalable Compensation Infrastructure

• Design and evolve global job architecture, career levels, salary structures and job evaluation frameworks to create consistency, transparency and scalability.
• Establish sustainable tools and methodologies for job matching, market benchmarking and compensation decision‑making.
• Lead market pricing and compensation benchmarking activities across functions and geographies, including annual compensation survey submissions.
• Evaluate new and changing roles and provide recommendations on job level, market positioning and compensation.

Design and Evolve Incentive Programs

• Support the design and evolution of annual incentive programs, strengthening alignment among company performance, individual performance and rewards.
• Develop modeling and cost analyses to evaluate bonus eligibility, target opportunities, incentive structures and other program design elements.
• Create compelling, data‑driven business cases that clarify the financial, talent and organizational implications of proposed changes.
• Partner with Finance on bonus accruals, forecasting and scenario planning.

Support Executive and Long‑Term Incentive Compensation

• Support the development and administration of executive compensation and long‑term incentive programs.
• Provide market benchmarking, competitive analyses and modeling to inform executive compensation decisions.
• Support annual long‑term incentive allocation and processes.
• Partner with Finance, Legal and senior People leadership to maintain appropriate governance and controls.

Turn Data into Business Decisions

• Conduct compensation analyses and translate findings into clear, actionable recommendations.
• Identify pay trends, internal equity considerations and emerging areas of compensation risk or opportunity.
• Develop dashboards, tools and reporting that strengthen decision‑making and transparency into compensation investments.
• Present complex analyses in clear, business‑oriented terms for senior and executive audiences.

Strengthen Governance and Compliance

• Monitor compensation practices to support compliance with applicable federal, state, local and country‑specific requirements.
• Oversee periodic FLSA classification reviews and support evolving pay transparency requirements.
• Partner with Legal, Finance and People leadership on matters with potential financial, regulatory or employee‑relations implications.

Lead Transformation and Strategic Projects

• Lead global and local compensation projects that strengthen the organization’s ability to attract, retain and reward talent.
• Support compensation‑related aspects of acquisitions, integrations, reorganizations and other strategic business changes.
• Identify opportunities to simplify, automate and improve compensation processes while strengthening the employee experience.
• Establish scalable processes and tools appropriate for a growing global organization.

What You Bring

• 10+ years of progressive Compensation or Total Rewards experience, with significant experience supporting global organizations.
• Demonstrated experience operating at a senior compensation partner or compensation leadership level.
• Deep expertise in base pay, annual incentives, market pricing, job evaluation, salary structures and job architecture.
• Strong experience leading or playing a substantial role in Annual Compensation Planning, including merit, promotion and bonus cycles.
• Experience with long‑term incentive compensation programs strongly preferred.
• Strong financial acumen and demonstrated expertise in compensation modeling, scenario analysis, budgeting and forecasting.
• Experience partnering with Finance on merit budgets, incentive funding and bonus accruals.
• Experience working with compensation survey data and market‑benchmarking methodologies.
• Strong knowledge of U.S. compensation practices and regulatory requirements, including FLSA and pay transparency, combined with experience supporting employees across multiple countries.
• Advanced Excel and analytical capabilities, with the ability to work confidently with large and complex data sets.
• Exceptional executive communication, consulting and influencing skills.
• Demonstrated ability to translate sophisticated analysis into clear recommendations and compelling business cases.
• Ability to operate effectively in a dynamic environment where strategy, infrastructure and processes continue to evolve.
• Bachelor’s degree in Human Resources, Finance, Economics, Business or a related field, or equivalent relevant experience.

What Success Looks Like

This role will be successful when our compensation programs are not simply well administered but operate as a strategic business capability.

The Director, Global Compensation Partner will help create an environment where leaders make better and more consistent pay decisions; employees understand how compensation decisions are made; programs reinforce performance and accountability; and compensation investments remain competitive, equitable and financially sustainable.

Most importantly, this leader will build compensation infrastructure designed not only for where the company is today, but for where the business is going next.

At Clarivate, we are committed to providing equal employment opportunities for all qualified persons with respect to hiring, compensation, promotion, training, and other terms, conditions, and privileges of employment. We comply with applicable laws and regulations governing non‑discrimination in all locations.