Managing Director, Global Compensation

SEI Trust Company; Pennsylvania; On-site; USD 250,000 - 400,000; Full time

Job summary

SEI Trust Company is seeking a Managing Director, Global Compensation to lead the enterprise-wide compensation strategy, policy framework, governance, and effectiveness across geographies and employee populations. The role sets the direction for base pay, incentives, and executive compensation, advising senior leaders on how pay aligns with performance, risk, and business priorities.

You will partner with Legal, Finance, HR, Sales, and Revenue Operations to design, implement, and govern

Qualifications

• Bachelor's degree in HR/Business/Finance or related field is required; advanced degree or professional certification preferred.
• Extensive, progressively responsible compensation leadership experience, including enterprise-wide strategy.
• Demonstrated success advising executive leadership on compensation strategy and governance.

Responsibilities

• Own the enterprise compensation philosophy and multiyear strategy with global policy and standards.
• Oversee the compensation lifecycle, including market positioning, salary structures, and incentives.
• Govern job architecture, career frameworks, salary grades, geographic differentials, and benchmarking.
• Shape the incentive strategy for executive, short- and long-term compensation.
• Lead global sales compensation strategy in collaboration with Sales and Finance.
• Advise executive leadership on pay, governance, risk, and disclosure considerations.
• Set governance and risk framework for compensation programs with audit readiness.
• Define measures of compensation effectiveness using business and market insights.
• Define operating model and transformation roadmap for compensation delivery.
• Support M&A and major organizational changes with compensation implications.

Education

Bachelor's degree in Human Resources, Business, Finance, Management, or related field

Job description

The Managing Director, Global Compensation is the organization's most senior compensation leader, accountable for the enterprise-wide compensation strategy, policy framework, governance, and overall effectiveness of the global compensation function. This role sets the strategic direction for base pay, short- and long-term incentives, executive compensation, sales compensation, and other compensation programs across all geographies and employee populations. As the enterprise authority on compensation, the Managing Director advises executive leadership on how compensation supports business performance, talent priorities, and financial discipline; establishes global principles and decision rights; and leads the function through compensation leaders and teams responsible for program design and delivery.

The role holds enterprise accountability for competitive, equitable, compliant, and financially sustainable compensation outcomes-not day-to-day program administration.

What you will do:

• Own the enterprise compensation philosophy and multiyear strategy, aligning compensation investment with business priorities, talent strategy, culture, and risk appetite; establish global policy, decision rights, and standards with appropriate regional flexibility.
• Hold enterprise accountability for the compensation lifecycle, setting priorities, delegated authorities, and success measures for market positioning, salary structures, merit, promotions, market adjustments, and incentives.
• Set the enterprise direction and governance for job architecture, career frameworks, job evaluation, salary structures, geographic differentials, and benchmarking methodologies, ensuring a coherent foundation for global talent and pay decisions.
• Shape the enterprise incentive strategy across executive, short- and long-term compensation, advising on eligibility, performance measures, funding, and award frameworks that reinforce sustainable performance and appropriate risk-taking.
• Own global sales compensation strategy, aligning the overall plan portfolio and investment with growth, profitability, client outcomes, and enterprise priorities in partnership with senior Sales and Finance leadership.
• Serve as the principal compensation adviser to executive leadership, partnering with senior Finance, Legal, Human Resources, Sales, and Revenue Operations leaders to shape enterprise decisions on executive pay, market positioning, incentive design, compensation investment, funding priorities, financial trade-offs, disclosure strategy, and complex business matters; provide independent judgment and constructive challenge informed by emerging regulatory and market developments.
• Own the global compensation governance and risk framework in partnership with Legal and other control functions, establishing enterprise policies, effective controls, and audit readiness for applicable compensation, pay equity, pay transparency, wage and hour, securities, tax, and data privacy requirements; set remediation priorities and escalation standards, and sponsor sustained improvements in internal equity, external competitiveness, and responsible pay practices.
• Define enterprise measures of compensation effectiveness and use business, workforce, market, and financial insights to evaluate investment, performance differentiation, employee impact, and sales plan outcomes; direct strategic changes where results fall short.
• Set the global compensation operating model and transformation roadmap, determining organizational capabilities, technology and data investment priorities, and service standards; hold functional leaders accountable for scalable, accurate, and well-controlled delivery.
• Lead compensation strategy for acquisitions, divestitures, new-market entry, mobility, and major organizational change, advising senior business and HR leaders on enterprise implications, integration principles, and material talent and financial risks.
• Set the strategy for external compensation advisers, survey providers, and technology partners, ensuring value and independent expertise; sponsor the enterprise compensation communication strategy to strengthen executive alignment, manager understanding, and employee transparency.

What we need from you:

• Bachelor's degree in Human Resources, Business, Finance, Management, or a related field; advanced degree or relevant professional certification preferred.
• Extensive, progressively responsible compensation leadership experience, including accountability for enterprise-wide compensation strategy and leadership of a global compensation function in a complex, multinational organization.
• Comprehensive strategic expertise across base pay, annual and long-term incentives, executive and sales compensation, job architecture, market positioning, pay equity, and global governance, with the ability to integrate these disciplines into an enterprise compensation strategy.
• Demonstrated success serving as a principal compensation adviser to executive leadership, in