Global Compensation Director

ACI Worldwide is authoring the next chapter of intelligent payments orchestration—leading the future of digital payments by setting new standards and transforming the global payments ecosystem. We power the global economy, enabling seamless, secure, and real‑time payments across the world. Our people power ACI. At ACI, our people are the heartbeat of innovation—driven by purpose, united by values, and empowered to make an impact every day. We are guided by our values to Envision, Energize, Empower, Elevate, and Excel in everything we do. As a Global Compensation Manager (Norcross/hybrid) , you will join a diverse, passionate team, dedicated to powering the world’s payments ecosystem! Purpose of this Role The Global Compensation Manager engages cross-functionally with senior business leaders, Finance, Legal, and Human Resources to drive and support ACI’s global compensation programs, with a strong focus on executive compensation. This role has primary responsibility for the design, development, implementation, and administration of ACI’s compensation programs including Base Pay, Short‑term (non‑sales) incentive plans, executive compensation processes, and governance under the direction of the SVP, Global Total Rewards. Will assist with developing recommendations for ACI’s equity and long‑term incentive programs, including executive and director equity. Will provide consultative support to business leaders on compensation design and pay decisions, including executive offers and incentive arrangements. Will partner in the development of materials for the Compensation Committee and Board of Directors, and support executive compensation disclosures, including proxy/CD&A development. A typical day at ACI for a Global Compensation Manager Lead compensation strategy and operations for a Region or multiple Regions (APAC, Americas, EMEA), partnering with HR and business leaders to deliver market‑competitive, internally equitable outcomes. Support the design, implementation, and ongoing administration of global compensation programs, including job evaluation, salary survey participation and analysis, benchmarking, and annual salary budget development. Support compensation due diligence for new ventures, mergers, and acquisitions, including review of compensation and/or benefit plans and integration considerations. Develop executive compensation analyses, recommendations, and board‑ready materials for senior executives, the Compensation Committee, and the Board (e.g., pay‑for‑performance, market benchmarking, incentive outcomes). Lead end‑to‑end executive compensation processes, including annual executive pay planning, competitive benchmarking, pay positioning, and internal equity considerations. Develop compensation analyses and recommendations for executive offers, promotions, retention arrangements, and employment transitions, ensuring alignment with governance, plan provisions, and market practice. Provide Compensation Committee support, including annual calendar planning, meeting materials, analysis and exhibits, recommendations, and coordination with Legal/Finance/HR/external advisors; ensure timely follow‑through on approved actions. Partner with Legal, Finance, and external advisors to support executive compensation disclosures, including proxy/CD&A development: data gathering and validation, drafting support for compensation narratives and tables, and documentation of processes and controls. Design, govern, and administer annual incentive and long‑term incentive programs (including performance metrics, goal calibration, modelling, award sizing, and payout determinations), and develop analyses to support compensation planning, forecasting, and budgeting. Develop and execute compensation program communication plans (e.g., annual pay planning, incentive plan changes, executive compensation actions), including key messages, stakeholder alignment, manager enablement materials, and FAQs. Serve as a trusted advisor to HR Business Partners and business leaders by providing consultative guidance on compensation programs, pay decisions, and complex cases; synthesize data into clear recommendations and influence outcomes through strong stakeholder management. Knowledge, Skills and Experience needed to succeed in this role Bachelor’s degree (or equivalent experience) in HR, Business Administration, Finance, or a related field. 15+ years of progressive experience in Compensation / Total Rewards, including global program support. Strong consultative and stakeholder advisory skills; ability to partner with and influence leaders across levels and functions through clear communication and recommendations. Demonstrated executive compensation expertise, including market benchmarking, pay‑for‑performance analyses, and governance practices for senior leaders and (as applicable) non‑employee directors. Experience supporting Compensation Committee processes and materials; ability to develop board‑ready narratives, exhibits, and presentations. Working knowledge of executive compensation disclosure requirements and processes (proxy statement, CD&A), including data validation, documentation, and cross‑functional coordination with Legal and Finance. Strong experience with incentive plan design and administration (annual and long‑term), including modelling, forecasting, performance measure calibration, and payout calculations. Exceptional written and verbal communication skills, including the ability to create program communication plans and produce clear, executive‑ and board‑ready materials that translate complex data into actionable insights. Proven ability to handle highly sensitive and confidential information with sound judgment and professionalism. Advanced analytical and technical skills, including Excel (pivot tables, lookups, complex formulas) and proficiency with Word and PowerPoint. Preferred Knowledge, Skills and Experience needed for this role Related certifications such as CCP, CECP, GRP, SCP or CEP designations. Ability to leverage and apply generative AI to improve or enhance analysis, efficiency, and productivity. Well organized, strong attention to detail, and confidence to work independently while performing as a strong team player with demonstrated competency in process management, analysis, decision making, and cultural awareness. Self‑starter with excellent project management skills including the ability to work effectively and facilitate multiple projects in a dynamic environment, document and communicate project plans, monitor progress and achieve milestones. Licenses and Certifications Certified Compensation Professional (CCP) or Certified Executive Compensation Professional (CECP), Certified Equity Professional (CEP), Global Remuneration Professional (GRP) Standard work environment. Split between remote and collaboration with the SVP in the Norcross office. Majority of time spent on PC (Phys. Req.) Some domestic and international travel Core Capabilities Ensure Accountability: holding self and others accountable to meet commitments. Drives Results: consistently achieving results, even under tough circumstances. Customer Focus: building strong customer relationships and delivering customer‑centric solutions. Cultivate Innovation: creating new and better ways for the organization to be successful. Collaborates: building partnerships and working collaboratively with others. Courage: stepping up to address difficult issues, saying what needs to be said. Applicants must be currently authorized to work in the US on a full‑time basis. This position does not offer sponsorship for employment visa status or work permit now or in the future. In return for your expertise, we offer opportunities for growth, career development, and a competitive compensation and benefits package—all within an innovative and collaborative work environment. ACI Worldwide is an AA/EEO employer in the United States, which includes providing equal opportunity for protected veterans and individuals with disabilities, and an EEO employer globally. Important Notice About Recruitment Scams Job seekers should be aware of ongoing recruitment scams where individuals or organizations impersonate legitimate companies to offer fake job opportunities. These scams often involve requests for personal information, payments, or interviews through unofficial channels. Please be cautious and verify any communications claiming to be from our company ( / @aciworldwide.com). The ACI Worldwide recruitment team will always follow official channels and will never request payment. #J-18808-Ljbffr