Jobid=633719186142731718 (0.0174)
ppThe Director of Executive Compensation provides enterprise-level leadership for compensation strategy, governance, and execution across assigned business units and/or global functions, focused on the executive roles across the organization. This role serves as a senior advisor to executive leadership, ensuring compensation programs align with business strategy, talent priorities, and external market dynamics. The Director leads the design, governance, and continuous evolution of global executive compensation programs, drives consistency and scalability across regions, and establishes decision frameworks for complex compensation matters. Operating with a high degree of autonomy, the Director sets strategic direction, mentors and develops compensation talent, and represents the Compensation COE in enterprise initiatives and executive forum. They will proactively identify areas of opportunity and recommend creative solutions. They will have significant specialized in-depth expertise and knowledge of technical Compensation programs at all levels of the organization, while using a consultative approach to provide counsel to leaders both within the division and across the company. Works within the Compensation COE to standardize deliverables and analysis. /p h3Responsibilities /h3 ul liOwns and governs enterprise executive compensation philosophy, frameworks, and decision guidelines, ensuring alignment with business strategy and talent objectives. /li liEstablishes governance models for base pay, incentive plans, and executive compensation decisions, including escalation and approval protocols. /li liPartners with senior HR and Finance leaders to ensure compensation programs are financially sustainable, competitive, and compliant globally. /li liLeads, coaches, and develops compensation team members; sets performance expectations and builds bench strength within the Compensation COE. /li liProvides functional leadership across matrixed teams and regional/divisional partners to ensure consistent application of compensation practices globally. /li liProvides counsel regarding the administration of executive reward programs aligned with global policies and practices as appropriate. /li liOversees development of base pay programs and incentive harmonization in a global environment related to the executive roles. /li liServes as a strategic partner to HR and Divisional leaders on compensation strategy, executive pay decisions, and complex talent scenarios. /li liLeads compensation support for senior leadership populations, including executive offers, retention strategies, and succession-related pay decisions. /li liLeads the design, evaluation, and evolution of global base pay and incentive programs, including short-term and long-term incentive plans ensuring continuous market competitiveness. /li liInterprets complex market data and internal analytics to inform executive decision-making and enterprise trade-offs. /li liAnticipates market and regulatory trends and proactively evolves executive compensation programs accordingly. /li liOwns enterprise-level communication strategy for executive compensation programs, including executive messaging and change leadership. /li liInfluences outcomes through data-driven storytelling and strong executive presence. /li liProactively identifies compensation roadblocks or areas of opportunity and independently recommends creation solutions to complex problems using sophisticated analytics and judgement. /li liUses technical compensation professional knowledge to develop models, evaluate processes and monitor trends. /li liAssesses strategies needed to best ensure executive compensation programs and tools are used effectively by client groups. /li liMaintains rigor around the global career framework, evaluating and determining salary grades or market rates for executive jobs levels. /li liAnalyzes market data and use to make recommendations regarding compensation packages, policies and programs. /li liPartners with key divisional stakeholders, key HR stakeholders and the broader compensation COE globally to achieve compensation outcomes that both attract and retain critical talent. /li /ul h3Job Qualifications /h3 h3Education /h3 pMinimum: Bachelor’s Degree in Human Resource Management or related field OR, equivalent. /p h3Experience /h3 pMinimum Experience: 12-15+ years of progressive compensation experience, including leadership of enterprise or global compensation programs, OR equivalent. /p ul liDemonstrated experience leading compensation teams or large-scale enterprise initiatives /li liProven ability to influence executive-level stakeholders and drive decisions in ambiguous environments /li liBase pay and incentive compensation design program management /li liMarket analysis benchmarking /li liCompensation program communications and implementation /li liAdminister and provide guidance for executive and non-executive compensation programs /li liKnowledgeable around global compensation policies and programs /li liCompensation design for technology organizations /li liStrong technical and data analytics capability /li liChange management and policy implementation /li liAdvanced compensation program comprehension, including technical knowledge of long-term incentive plans /li liConsulting skills /li liCommunication skills; negotiation, presentation and education with most senior leaders; ability to explain difficult or sensitive topics; works to build consensus and influences outcomes /li liCompensation process improvement /li liExperience working in shared services organization /liliDemonstrated ability to turn data and analytics into insights /li liSolves complex problems using sophisticated analytical thought to exercise judgement and identify innovative solutions /li /ul h3Tools /h3 ul liMicrosoft Office Suite (Word, Excel, PowerPoint, Outlook). /li liHuman Resource Management System (Workday experience preferred) /li /ul h3Other Knowledge, Skills, Abilities or Certifications /h3 pPreferred: /p ul liDemonstrates compensation consultative approach with a focus on strong analytical, creative thinking and interpretation skills /li liDevelops complex analytics needed to best ensure compensation programs are supporting overall goals and initiatives /li liLeads compensation functional teams and projects /li liHas knowledge of best practices and is aware of the competition and market differentiators /li liCompensation professional certification desirable /li liStrong knowledge of human resources regulations, policies and procedures /li liExcellent mathematical and analytical skills /li liTeam oriented, cooperative, and flexible. Demonstrated ability to collaboratively work with a wide range of people at all levels of a global organization /li liWorks independently, with guidance in only the most complex situations /li /ul h3Travel Requirements /h3 ul li5-10% /li /ul h3Physical Demands /h3 ul liNormal office requirements. /li /ul h3Our Interview Practices /h3 pTo maintain a fair and genuine hiring process, we kindly ask that all candidates participate in interviews without the assistance of AI tools or external prompts. Our interview process is designed to assess your individual skills, experiences, and communication style. We value authenticity and want to ensure we’re getting to know you—not a digital assistant. To help maintain this integrity, we ask to remove virtual backgrounds and include in-person interviews in our hiring process. Please note that use of AI-generated responses or third-party support during interviews will be grounds for disqualification from the recruitment process. /p pApplicants may be required to appear onsite at a Wolters Kluwer office as part of the recruitment process. /p /p #J-18808-Ljbffr
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