Compensation Lead

About the Company WeightWatchers is a global digital health company and the world’s #1 doctor‑recommended, clinically studied behavioral weight health program. For sixty years, we have led the industry by blending science and community to help millions of people build sustainable healthy habits. As the science of weight health rapidly evolves, we redefine the category by developing new clinical pathways for GLP‑1 medication access, creating specialized behavioral programs for members on weight‑loss medications, and integrating medical care with our proven habit‑change framework. By combining these clinical breakthroughs with our digital‑first community, we are uniquely positioned to lead the future of weight health care. Compensation Lead The Compensation Lead is the operational lead for our global rewards data, market positioning, and incentive administration. This role serves as the technical “gatekeeper” for compensation data within Workday, ensuring all pay changes, bonus accruals, and sales plan executions are accurate, competitive, and strictly compliant with SOX controls. Reporting directly to the Senior Manager, Compensation & Equity, you will partner with Finance, Payroll, and HRIS to maintain a high‑integrity rewards infrastructure. For 2026, you will play a central role in a global “Workday Transformation” project, redesigning our job architecture and LTIP system logic from the ground up. 2026 Key Project: Workday Rewards Transformation Job Profile Optimization: Lead the comprehensive cleanup of the Workday Job Catalog, auditing and remapping job profiles, families, and levels to ensure global consistency and simplified reporting. LTIP System Overhaul: Partner with the Senior Manager, Compensation & Equity to rearchitect the Long-Term Incentive Plan (LTIP) configuration in Workday to improve automation and participant visibility. Process Engineering: Transition manual off‑system tracking into automated Workday Business Processes (BPs) to reduce manual error and increase SOX auditability. Core Responsibilities I. Market Intelligence & Sales Compensation Benchmarking: Lead end‑to‑end participation in global salary surveys (e.g., Radford, Mercer) and map internal roles to external benchmarks. Sales Plan Administration: Manage the administrative lifecycle of Sales Incentive Plans (SIPs), ensuring quotas and commission structures are accurately tracked. Payout Validation: Partner with Sales Ops to audit and validate monthly/quarterly commission data before it hits payroll. II. Financial Alignment & Bonus Accruals Accrual Management: Partner with Finance to provide monthly/quarterly headcount and compensation data for accurate bonus and commission accruals. Plan Forecasting: Build and maintain models to forecast annual bonus payouts based on company and individual performance triggers. III. Workday Administration & SOX Governance Mass Data Loads (EIBs): Own the creation, testing, and execution of EIBs for all mass compensation changes, ensuring 100% data integrity. Integration Oversight: Monitor and audit Workday integrations tied to compensation data to ensure downstream systems (Payroll, Finance) receive accurate information. SOX Control Ownership: Execute and document internal controls related to compensation and system changes, ensuring an airtight audit trail for every transaction. Audit Readiness: Serve as a key point of contact for internal/external auditors regarding system configurations and integration logic. Qualifications Experience: 4–6 years in Compensation with at least 2 years operating within a SOX compliant environment. Workday Mastery: Deep experience with Workday HCM and Advanced Compensation, including proficiency with EIBs, calculated fields, and compensation‑specific business processes. Systems Fluency: Understanding of how compensation data flows through integrations to Payroll and Finance systems. Project Mindset: Experience in data migration, system implementation, or large‑scale cleanup projects is highly desirable. Technical Skills: Expert level Google Sheets/Excel (array formulas, query functions, and complex financial modeling). Education: Bachelor’s degree in HR, Finance, Economics, or a related field. CCP (Certified Compensation Professional) is a plus. Compensation & Benefits Base salary may vary depending on, but not limited to: skills, experience, and location. This role is also eligible for a comprehensive benefits package and annual bonus program. US Pay Range: $120,000 – $130,000 USD. EEO Statement It is our priority to cultivate a diverse and inclusive workplace. We are committed as individuals, as an organization, and as fellow humans, to advocate for and support our employees, our members, and our communities. We are proud to be an equal‑opportunity employer and we do not discriminate on the basis of sex, race, color, creed, national origin, marital status, age, religion, sexual orientation, gender identity, gender expression, veteran status, or disability. State‑Specific Legal Requirements Maryland: Under Maryland law, an employer may not require or demand, as a condition of employment, that an individual submit to or take a polygraph examination or similar test. An employer who violates this law is guilty of a misdemeanor and subject to a fine not exceeding $100. Massachusetts: It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability. Rhode Island: WeightWatchers complies with all applicable Rhode Island Workers’ Compensation laws (Chapters 29‑38 of the R.I. General Laws). Eligible employees are covered by worker’s compensation insurance for work‑related injuries or illness. #J-18808-Ljbffr Weight Watchers