Senior Compensation Program Manager

Job DescriptionAt Agilent Technologies, we are advancing the quality of life through science. As a global leader in life sciences, diagnostics, and applied chemical markets, Agilent serves scientists and laboratories around the world with innovative instruments, software, services, and expertise. Agilent employs more than 18,000 people globally, operates across approximately 30 countries and territories, and supports hundreds of thousands of laboratories that are tackling some of the world's most important scientific challenges.We are seeking a highly experienced Senior Compensation Program Manager to join our Global Total Rewards team. This is a strategic individual contributor role for a compensation professional who thrives on designing innovative programs, solving complex business challenges, influencing senior leaders, and driving enterprise-wide initiatives that enhance Agilent's ability to attract, retain, and motivate top talent.The RoleAs a trusted compensation advisor, you will partner with HR, business leaders, Finance, and Total Rewards colleagues to design, implement, and manage compensation programs that align with Agilent's business strategy and talent priorities. You will lead high-impact projects, provide market-informed recommendations, and help shape the future of our compensation practices globally.This role requires a combination of strategic thinking, analytical rigor, strong project leadership, and executive-level communication skills.Key ResponsibilitiesCompensation Strategy and Program DesignLead the design, redesign, implementation, and ongoing evaluation of broad-based compensation programs and policies.Develop innovative compensation solutions that support business objectives, talent strategies, workforce planning, and market competitiveness.Evaluate emerging market practices and recommend enhancements to compensation structures, programs, and processes.Ensure compensation programs align with Agilent's Total Rewards philosophy and competitive market positioning.Compensation Consulting and Business PartnershipServe as a strategic compensation consultant to HR Business Partners and business leaders across multiple functions and geographies.Provide guidance on a broad range of compensation topics, including pay structures, market positioning, pay equity, salary administration, incentive programs, job architecture, organizational design support, and talent retention strategies.Influence decision-making through data-driven recommendations and business-focused insights.Market Intelligence and AnalyticsLead market analysis and benchmarking efforts to assess compensation competitiveness and emerging trends.Translate complex compensation data into actionable business insights and recommendations.Conduct financial and workforce analyses to support compensation strategy development and executive decision-making.Financial Modeling and PlanningPartner closely with Finance to develop compensation cost projections, budget forecasts, business cases, and scenario modeling.Assess the financial impact of proposed compensation programs, policy changes, and organizational initiatives.Support annual compensation planning processes and long-range workforce investment strategies.Project LeadershipLead large-scale compensation and Total Rewards initiatives from concept through execution.Develop project plans, coordinate cross-functional stakeholders, manage timelines, and drive successful implementation outcomes.Ensure projects are delivered on time, within scope, and with effective change management and stakeholder engagement.Executive Communication and InfluenceDevelop compelling presentations, business cases, and recommendations for senior leaders and executive audiences.Present compensation analyses, market trends, program recommendations, and strategic proposals to leadership teams.Communicate complex compensation concepts clearly and effectively to diverse audiences.What You'll BringYou are a strategic compensation professional who combines technical expertise with strong business acumen. You enjoy building new programs, navigating ambiguity, and partnering with leaders to solve complex challenges. You are equally comfortable analyzing market data, developing financial models, managing enterprise projects, and presenting recommendations to executive stakeholders.QualificationsMinimum QualificationsBachelor's degree in Human Resources, Business, Finance, Economics, or a related field.10+ years of progressive compensation experience, including broad-based compensation program design and consulting.Demonstrated experience developing and implementing new compensation programs, frameworks, or processes.Experience partnering with Finance on compensation budgeting, forecasting, and financial modeling.Strong project management experience leading complex, cross-functional initiatives.Experience presenting compensation strategies and recommendations to senior leadership audiences.Deep understanding of compensation principles, market pricing, salary structures, incentive design, and compensation governance.Advanced analytical skills with the ability to interpret complex data and translate insights into actionable recommendations.Preferred SkillsStrategic compensation consulting and advisory capabilities.Executive presentation and storytelling skills.Market intelligence and competitive benchmarking expertise.Strong financial and quantitative analysis capabilities.Influence and stakeholder management across all organizational levels.Change management and program implementation experience.Global compensation experience in a multinational organization.Advanced proficiency with compensation tools, survey data, Excel, and business analytics platforms.Additional DetailsThis job has a full time weekly schedule. It includes the option to work remotely. Applications for this job will be accepted until at least August 12, 2026 or until the job is no longer posted.The full-time equivalent pay range for this position is $143,760.00 - $269,550.00/yr plus eligibility for bonus, stock and benefits. Our pay ranges are determined by role, level, and location. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training. During the hiring process, a recruiter can share more about the specific pay range for a preferred location. Pay and benefit information by country are available at: Technologies, Inc. is an Equal Employment Opportunity and merit-based employer that values individuals of all backgrounds at all levels. All individuals, regardless of personal characteristics, are encouraged to apply. All qualified applicants will receive consideration for employment without regard to sex, pregnancy, race, religion or religious creed, color, gender, gender identity, gender expression, national origin, ancestry, physical or mental disability, medical condition, genetic information, marital status, registered domestic partner status, age, sexual orientation, military or veteran status, protected veteran status, or any other basis protected by federal, state, local law, ordinance, or regulation and will not be discriminated against on these bases. Agilent Technologies, Inc., is committed to creating and maintaining an inclusive in the workplace where everyone is welcome, and strives to support candidates with disabilities. If you have a disability and need assistance with any part of the application or interview process or have questions about workplace accessibility, please email View email address on click.appcast.io or contact View phone number on click.appcast.io. For more information about equal employment opportunity protections, please visit Required: OccasionalShift: DayDuration: No End DateJob Function: HRSummaryLocation: US-CA-Santa Clara; US-CA-Remote Location-Bay Area; US-CA-Remote Location; US-WA-Remote Location; US-OR-Remote LocationType: Full time