Director, Global Compensation and Equity

The Director, Global Compensation and Equity is responsible for leading and evolving the company's global compensation function, ensuring programs are competitive, equitable, scalable, and aligned with the organization's business strategy and talent philosophy. This leader will oversee the design, administration, governance, and continuous improvement of compensation programs across all regions while partnering closely with HR Business Partners, Talent Acquisition, People Systems, and business leaders. This role will provide strategic leadership to the compensation team while establishing consistent governance, documentation, and operating practices that enable a mature, efficient, and compliant global compensation function. Key Responsibilities Global Compensation Strategy Lead the evolution and execution of the company's global compensation strategy, philosophy, and guiding principles. Ensure compensation programs support business objectives, talent attraction, retention, and employee engagement. Evaluate market trends and emerging compensation practices to continuously improve programs. Compensation Program Leadership Lead the annual compensation planning process, including merit increases, promotions, bonus planning, and salary structure management. Oversee global salary benchmarking and market pricing. Partner with regional HR leaders to ensure programs are locally relevant while maintaining global consistency. Support executive and leadership compensation analyses as needed. Equity & Executive Compensation Support Lead HR's operational support for annual equity planning and administration in partnership with executive leadership and external stakeholders. Support special equity analyses, grants, and compensation projects throughout the year. Prepare materials for senior leadership and the Compensation Committee in collaboration with the Head of Total Rewards. Ensure accurate documentation and governance surrounding equity-related processes. Compensation Governance & Compliance Ensure global compliance with applicable compensation regulations, including pay transparency legislation and country-specific compensation requirements. Monitor regulatory changes and recommend program or policy updates. Establish and maintain governance practices that support consistency, audit readiness, and sound decision-making. Job Architecture & Compensation Frameworks Partner across HR to evolve and maintain job architecture, salary structures, job leveling, and career frameworks. Ensure consistency in compensation practices across functions, regions, and business units. Compensation Operations & Continuous Improvement Develop and maintain compensation policies, procedures, templates, playbooks, and standard operating procedures. Drive operational excellence through documentation, process standardization, and continuous improvement. Identify opportunities to simplify processes and improve the overall employee and manager experience. HR Technology Partnership Partner closely with the People Systems team to optimize Workday Compensation functionality and support compensation-related system enhancements. Participate in the design, testing, and implementation of compensation technology solutions. Ensure compensation processes are supported by effective system design and governance. Leadership Lead, coach, and develop the global compensation team. Foster collaboration, accountability, and continuous development within the function. Build organizational capability while creating opportunities for team growth. Cross-Functional Partnership Develop strong partnerships with, HR Business Partners, Talent Acquisition, People Systems, Regional HR leaders, Finance, and Legal. Serve as a trusted advisor on compensation strategy, program design, and complex compensation matters. Develop and deliver training and communication materials to build compensation capability across HR and the broader organization. Qualifications Required Experience Bachelor's degree in Human Resources, Business, Finance, or related field. 10+ years of progressive compensation experience, including significant experience supporting multinational or global organizations. Experience leading annual compensation planning cycles. Experience designing and administering broad-based compensation programs. Experience leading and developing compensation professionals. Strong knowledge of compensation governance, market pricing, job evaluation, and salary structures. Experience partnering with HR technology teams and working with Workday Compensation or similar HRIS platforms. Knowledge of global compensation regulations, including pay transparency requirements. Operates with a high level of integrity, discretion, and professionalism given the sensitive nature of compensation data. Preferred Master's degree or Certified Compensation Professional (CCP). Experience in the pharmaceutical or biotechnology industry preferred. Experience supporting equity administration and executive compensation programs. Experience developing compensation philosophies, governance frameworks, and operational standards. Experience leading organizational change and process improvement initiatives. Success Profile The successful candidate will be: A strategic and collaborative compensation leader. Comfortable operating at both the strategic and operational levels. Skilled at influencing leaders across the organization. Experienced in balancing global consistency with regional flexibility. Passionate about creating scalable processes and strong governance. An effective people leader who develops talent and builds high-performing teams. Able to evolve and mature an already strong compensation function while introducing thoughtful innovation and operational excellence. This is a hybrid role to Warren, NJ Expected Base Salary Range $195,000 - $230,000. The base salary offered will be contingent on assessment of candidate education level, background, and experience relative to the requirements of the position they are being considered for, as well as review of internal equity. In addition to base salary, PTC employees are also eligible for short- and long-term incentives. All eligible employees may also enroll in PTC's medical, dental, vision, and retirement savings plans. #J-18808-Ljbffr Agupdate