About the team

Company's Compensation Team plays a pivotal role in driving the company's people strategy. As strategic partners to the business, we strive to demystify compensation programs and processes, enabling Companys to focus on their core responsibilities. We take pride in our ability to design and implement compensation offerings that not only attract top-tier talent but also foster long-term engagement and retention. Our work ensures that Company remains competitive in the global talent market, empowering the organization to build and maintain a world-class workforce dedicated to advancing Company's ambitious goals.

• What you’ll do

The Head of Compensation Design will lead a high-performing team of compensation experts responsible for designing and implementing innovative, long-term compensation strategies. This role is ideal for someone who thrives in a fast-paced, dynamic environment and can navigate ambiguity with ease. The successful candidate will build strategic frameworks, foster cross-functional partnerships, and make data-driven decisions to ensure we meet the company's evolving needs.

• Lead and mentor a team of compensation experts in designing and implementing unique, forward-thinking compensation programs on a global scale, including base salary, variable compensation, and equity plans.
• Oversee all aspects of our annual compensation planning processes, including the development and completion of compensation cycle reviews and recommendations related to performance, incentives, promotions, and equity.
• Collaborate closely with cross-functional teams to translate compensation philosophies into practical, impactful programs and policies.
• Develop and implement cutting-edge tools and methodologies to enhance employee experiences and enable more data-driven decision-making.
• Manage market pricing activities including job matching, data analytics, and job pricing, including analysis of cash and long-term incentive compensation practices.

Maintain a current knowledge of internal and external market compensation practices and trends on various topics, including pay and demand trends, organization design approaches, role definition, pay for performance, and legal and regulatory requirements.

• Ensure compliance with federal, state, provincial, and local regulations. Maintaining an awareness of regulatory changes and the potential impact of those changes on current and future compensation requirements.
• Who you are
• We’re looking for someone who meets the minimum requirements to be considered for the role. If you meet these requirements, you are encouraged to apply.

• 10+ years of experience with 8+ years of developing and managing global compensation programs and processes for both public and private companies, preferably in a high-growth technology environment.
• Knowledge of current market trends and practices. Experience in compensation plan administration and reporting.
• Proven track record of implementing creative compensation programs that align the broader employee population and senior management with shareholder value and drive achievement of strategic objectives.
• Excellent analytical and financial skills, including reduction in cost/risk and optimizing vendor structures/management.
• Demonstrated ability to anticipate future trends/consequences and build innovative approaches; bring a new perspective, but also have deep compensation experience in a customer-facing environment.
• Success in crafting and articulating ideas and plans to both management and peers in the context of business priorities and needs.
• Experience with Workday strongly preferred.
• Authentic individual with outstanding integrity whose personal and professional values are consistent with our mission, vision, and leadership framework.
• Self-motivated; takes initiative to do further analysis when deeper insights can be achieved.

• Bachelor's degree in Human Resources Management, Business, Finance, Economics, or related fields required.
• Experience leading compensation strategy, competitive pay evaluation, pay/performance links, incentive program design, mergers and acquisitions, etc.