Global Compensation Manager

Key Responsibilities

Global Compensation

• Design, implement, and manage global compensation programs, including base salary, incentive plans, sales compensation, and equity programs.
• Lead annual compensation cycles, including merit increases, promotions, market adjustments, and bonus planning.
• Conduct market pricing and benchmarking to ensure competitive and equitable pay practices.
• Analyze compensation data, trends, and internal pay equity to support strategic decision-making.
• Develop compensation structures, salary ranges, and job architecture frameworks.
• Partner with HR Business Partners and leadership teams on compensation-related matters and workforce planning.

ESPP & Equity Programs

• Lead the implementation, administration, and ongoing management of the company's Employee Stock Purchase Plan (ESPP).
• Partner with Finance, Legal, Payroll, and external vendors to ensure successful ESPP execution globally.
• Manage employee enrollment periods, purchase cycles, communications, and participant support.
• Ensure compliance with U.S. and international tax, securities, and regulatory requirements.
• Serve as the primary liaison with equity administration vendors and stock plan providers.
• Support broader equity compensation programs, including RSUs, stock options, and executive equity plans.

Compliance & Reporting

• Ensure compensation programs comply with local, state, federal, and international regulations.
• Support compensation-related audits and reporting requirements.
• Develop compensation analytics, dashboards, and executive reporting.
• Maintain compensation policies, documentation, and governance processes.

Leadership & Collaboration

• Partner with senior leadership to develop compensation strategies that support attraction, retention, and engagement goals.
• Provide compensation guidance and training to HR and business leaders.
• Lead cross-functional projects related to compensation, equity, and rewards programs.
• Drive process improvements and system enhancements within compensation and HRIS platforms.

Qualifications

Required

• Bachelor's degree in Human Resources, Finance, Business Administration, Economics, or related field.
• 7+ years of progressive compensation experience, including global compensation programs.
• Direct experience leading or significantly contributing to the implementation of an Employee Stock Purchase Plan (ESPP).
• Strong knowledge of compensation design, salary structures, market pricing, and incentive programs.
• Experience supporting multi-country compensation programs and international workforce populations.
• Advanced Excel and compensation analytics skills.
• Ability to communicate compensation concepts effectively to employees and leadership.
• Experience with HRIS, compensation, and equity administration systems.