Global Compensation Leader — Strategy & Analytics

Versigent

Troy (MI)

On-site

USD 120,000 - 170,000

Full time

14 days+

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Benefits offered by this job

Health benefits

Relocation assistance

Paid time off & holidays

Professional development

Job summary

Versigent is seeking a Global Compensation Principal to design, implement, and oversee total rewards programs. You will translate market data into equitable compensation frameworks, collaborating with HR partners and leadership across regions.

You will manage annual cycles, build salary structures, conduct benchmarking, and ensure compliance with federal and state regulations. This role demands discretion, CCP certification, and global experience. Onsite in Troy, MI.

Qualifications

Bachelor's degree in human resources, Finance, Business Administration, Economics, or a related quantitative field.
5+ years of progressive corporate compensation analysis experience.
Advanced Microsoft Excel skills: Expert-level mastery of advanced modeling, formulas (XLOOKUP, INDEX/MATCH), pivot tables, and data validation.
HRIS & Survey Platforms: Experience navigating enterprise HRIS platforms (such as Workday or SAP) alongside market pricing engines (Payfactors or Salary.com).
Analytical Acumen: Ability to dissect voluminous data sets into concise findings for non-technical stakeholders.
Discretion: Strict confidentiality regarding sensitive payroll and executive data.
Certified Compensation Professional (CCP) designation.
Global or multi-national compensation experience.
Familiarity with data visualization tools like Tableau or Power BI.
Local residents only, onsite in Troy, MI.
Legally able to work in the United States without visa sponsorship now or in the future.
Relocation assistance may be available.

Responsibilities

Manage annual cycles: oversee end-to-end execution of year-end compensation cycles, including budget modeling, merit increases, promotions, and equity or bonus distributions.
Design structures: establish and evolve global salary bands, job architectures, and geographic differentials to support scalable growth.
Benchmarking: lead participation in benchmark salary surveys and evaluate external market data.
Data modeling: use advanced Excel or modeling platforms to build impact projections, pay-equity audits, and forecasting reports.
Job evaluation: review and grade complex or evolving job descriptions for market pricing and internal alignment.
Business advisory: support regional TRPs in guiding HRBPs and leaders on compensation decisions and off-cycle adjustments.
Regulatory oversight: provide global oversight and analytics for compliance with FLSA and local Equal Pay laws.
Internal audit: provide data for proxies, internal audits, and governance.