Global Compensation Director

Global Compensation Director Reporting to the Vice President, People Operations, the Director, Global Compensation leads the strategy, design, governance, and delivery of global compensation programs across a complex, multi‑country environment. This role is accountable for building a globally consistent, market‑competitive, and performance‑driven compensation framework that supports business objectives, attracts and retains talent, and enhances employee experience. As the enterprise leader for compensation, you will partner closely with HR, Finance, Talent Acquisition, and business leadership to deliver scalable solutions across base pay, incentive programs, executive compensation, and job architecture. You will balance long‑term strategy with operational excellence, ensuring strong governance, market competitiveness, and alignment with broader Total Rewards and business strategies. Key Responsibilities Global Compensation Strategy & Design: Define and lead a comprehensive global compensation strategy, including base pay structures, short‑ and long‑term incentive programs, and executive compensation. Ensure programs are competitive, aligned to business strategy, and support pay‑for‑performance principles. Job Architecture & Pay Structures: Develop and maintain global job architecture, salary structures, and grading frameworks to ensure internal equity, clarity, and scalability across regions and business units. Market Benchmarking & Competitive Positioning: Oversee market analysis and benchmarking activities to ensure compensation programs are competitive across global markets. Define compensation positioning strategies aligned with business and talent objectives. Incentive & Performance Alignment: Design and manage global incentive programs that align employee performance with business outcomes. Partner with leadership to ensure programs drive desired behaviors and results. Vendor & Financial Management: Manage relationships with external compensation survey providers and consultants. Partner with Finance on budget planning, cost analysis, and forecasting related to compensation programs. Operational Delivery & Cyclical Processes: Oversee key compensation cycles, including annual merit, bonus planning, salary reviews, and equity programs. Ensure accuracy, efficiency, and a strong employee and manager experience. Stakeholder Partnership & Advisory: Act as a trusted advisor to HR and business leaders on compensation strategy, job evaluations, pay decisions, and organizational design. Support mergers, acquisitions, and organizational changes. Governance, Compliance & Risk Management: Ensure compliance with all applicable global and local pay regulations, including pay equity, transparency, and reporting requirements. Establish strong governance and controls. Compensation Data, Insights & Technology: Leverage data, analytics, and compensation systems to drive insights, support decision‑making, and enhance program effectiveness. Partner with HRIS and People Analytics teams. Leadership & Team Development: Lead and develop a global compensation team, building capabilities, accountability, and alignment within the broader Total Rewards function. Basic Qualifications Bachelor’s degree in Human Resources, Business Administration, Finance, or a related field required. 15+ years of progressive experience in compensation or Total Rewards. Minimum 5+ years of people leadership experience, including managing teams in a global or regional capacity. Experience in a complex, multinational organization preferred. Functional Expertise & Leadership Deep expertise in global compensation strategy, design, and delivery, including base pay, incentives, and executive compensation. Strong understanding of job architecture, market pricing, and pay equity principles. Demonstrated experience with compensation benchmarking and survey methodologies. Strong financial and analytical acumen, including modeling and cost analysis. Proven ability to lead complex, cross‑functional programs and drive global standardization. Excellent stakeholder management and communication skills, with the ability to influence senior leaders. Experience working with HRIS and compensation management systems (e.g., Workday, SAP) and leveraging data to inform decisions. Location The ideal candidate will be located in the Houston, TX or greater Washington D.C.‑Baltimore area. While KBR strives to maintain a global, flexible, diverse, and sustainable work environment for our people, we currently offer flexible working arrangements, including hybrid, remote working, and virtual delivery to help reinforce and strengthen our strong commitment to becoming a more socially sustainable company, allowing us to provide greater work‑life balance and flexibility. Compensation & Benefits Additional Compensation: KBR may offer bonuses, commissions, or other forms of compensation to certain job titles or levels, per internal policy or contractual designation. Additional compensation may be in the form of sign‑on bonus, relocation benefits, short‑term incentives, long‑term incentives, or discretionary payments for exceptional performance. Benefits: KBR offers a selection of competitive lifestyle benefits which could include a 401(k) plan with company match, medical, dental, vision, life insurance, AD&D, flexible spending account, disability, paid time off, or flexible work schedule. We support career advancement through professional training and development. Belong, Connect and Grow at KBR. At KBR, we are passionate about our people and our Zero Harm culture. These inform all that we do and are at the heart of our commitment to, and ongoing journey toward being a People First company. That commitment is central to our team’s philosophy and fosters an environment where everyone can belong, connect and grow. We Deliver – Together. Equal Opportunity Employer Statement KBR is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, disability, sex, sexual orientation, gender identity or expression, age, national origin, veteran status, genetic information, union status and/or beliefs, or any other characteristic protected by federal, state, or local law.

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