VP, Global Compensation Administration & Governance

This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a VP, Global Compensation Administration & Governance based in the United States.

This senior leadership role will own the operational excellence, governance, and continuous improvement of global broad-based compensation programs. You will establish scalable processes covering compensation planning, salary structures, market pricing, job architecture, pay equity, transparency, compliance, and compensation technology. Working across a global workforce, you will partner with Total Rewards, HR Technology, Talent Management, Payroll, Finance, Legal, Talent Acquisition, and HR leadership. The role combines strategic thinking with hands-on operational ownership, particularly as the function establishes its foundational operating model. You will use data, automation, analytics, and emerging AI capabilities to strengthen compensation decision-making and employee experiences. As the function matures, you will have the opportunity to build and lead a dedicated compensation administration team.

Accountabilities

• Lead the administration of global broad-based compensation programs, including salary increases, promotions, market adjustments, and other compensation actions.
• Own the preparation, execution, and administration of annual compensation planning cycles, including timelines, governance, system configuration, testing, validation, reporting, and stakeholder support.
• Manage compensation workflows, approvals, planning systems, governance processes, and operational procedures.
• Maintain salary grades, salary bands, range structures, market pricing methodologies, and related compensation frameworks.
• Conduct salary structure reviews, market movement analyses, geographic differential assessments, and compensation competitiveness evaluations.
• Lead compensation survey participation and market benchmarking activities, including submissions, data validation, vendor management, and survey governance.
• Serve as the steward of the global job architecture, governing job families, career levels, classifications, job catalogs, and organizational job structures.
• Evaluate requests for new jobs, job modifications, and job retirements while maintaining consistency across career levels, salary structures, career paths, and organizational design.
• Govern the job description library, standards, templates, and documentation practices in partnership with Talent Management, HR Business Partners, and Talent Acquisition.
• Lead and support pay equity analyses, pay transparency initiatives, regulatory reporting, compensation disclosures, and related governance activities.
• Identify potential pay disparities, compensation trends, and compliance risks and develop appropriate recommendations with Compensation, People Analytics, HR, Legal, and business leaders.
• Maintain salary range disclosure processes, pay equity reporting, compensation metrics, and related governance standards.
• Monitor emerging compensation regulations and reporting requirements and develop guidance and educational materials as needed.
• Own compensation policies, guidelines, operating procedures, governance documentation, and internal control frameworks.
• Establish audit-ready compensation governance practices and conduct compensation audits and compliance reviews.
• Manage policy exception processes, track compensation-related risks, and support internal and external audits.
• Develop recurring compensation dashboards, scorecards, executive reports, and operational performance metrics.
• Analyze compensation trends, market competitiveness, workforce impacts, and internal pay relationships to provide actionable insights to leadership.
• Partner with HR Technology on compensation system functionality, enhancements, implementations, upgrades, testing, configuration, and data integrity.
• Identify opportunities for automation and leverage Power BI, advanced analytics, AI-enabled tools, and data visualization to improve compensation administration and decision-making.
• Evaluate and recommend compensation technology, workflow automation, and AI solutions that improve scalability, efficiency, governance, reporting, and data quality.
• Translate compensation program designs into sustainable operational processes and governance frameworks.
• Lead implementation planning, change management, communications support, testing, and operational readiness for compensation initiatives.
• Collaborate closely with Total Rewards, Benefits, Executive Compensation, Talent Management, Talent Acquisition, Finance, Payroll, HR Technology, Legal, HR Business Partners, and business leadership.
• Design compensation services with a customer-centric mindset that reduces administrative friction while maintaining strong governance, accuracy, and compliance.
• Initially operate as an individual contributor while establishing the foundation for a future compensation administration team and operating model.

Requirements

• 10–12 years of progressive compensation experience, with demonstrated expertise in global compensation administration, compensation planning, governance, job architecture, market pricing, and compensation technology.
• Experience supporting compensation programs across multiple countries and regions, with a strong understanding of global compensation practices, market dynamics, and regulatory requirements.
• Deep knowledge of broad-based compensation programs, including salary structures, market pricing, annual compensation planning, pay equity, pay transparency, policy administration, and governance.
• Strong expertise in job architecture, job evaluation, career frameworks, job classification, and organizational job governance.
• Excellent analytical, problem-solving, and decision-making skills, with the ability to translate compensation data and market trends into actionable recommendations.
• Experience with compensation planning systems, HRIS platforms, Power BI or similar business intelligence tools, automation solutions, and emerging AI capabilities.
• Demonstrated success improving compensation processes through automation, standardization, technology, and scalable operating models.
• Strong understanding of compensation data governance, controls, reporting accuracy, compliance, and audit readiness.
• Proven ability to build effective partnerships across Compensation, Total Rewards, HR Business Partners, Talent Management, Talent Acquisition, Finance, Payroll, HR Technology, Legal, and business leadership.
• Excellent communication and consulting skills, with the ability to explain complex compensation concepts clearly to executives, managers, HR professionals, and other stakeholders.
• Strong leadership capabilities with experience leading teams, programs, or cross-functional initiatives and consistently driving outcomes without relying solely on direct authority.
• Ability to operate effectively in a global environment and collaborate across North America, EMEA, and APAC time zones.
• Demonstrated curiosity, adaptability, accountability, integrity, and commitment to continuous improvement.
• Strong client and stakeholder orientation, with a focus on creating practical solutions that balance business needs, employee experience, fairness, and compliance.

Benefits

• Annual salary range of $180,000–$200,000 USD , depending on qualifications, experience, skills, location, seniority, and other job-related factors.
• Eligibility for bonus compensation .
• Comprehensive benefits package for eligible employees.
• Medical, dental, and vision insurance.
• 401(k) plan.
• Paid time off.
• Fully remote position available anywhere within the United States.
• Opportunity to establish and scale a global compensation administration function.
• High-impact leadership role with significant exposure to executive stakeholders and global HR functions.
• Opportunity to leverage advanced analytics, automation, and AI to modernize compensation operations.
• Collaborative, inclusive environment that values continuous learning, accountability, innovation, and diverse perspectives.
• Opportunity to influence global compensation governance, employee experience, and organizational growth.

How Jobgether works:

We use an AI-powered matching process to ensure your application is reviewed quickly, objectively, and fairly against the role's core requirements. Our system identifies the top-fitting candidates, and this shortlist is then shared directly with the hiring company. The final decision and next steps (interviews, assessments) are managed by their internal team.

We appreciate your interest and wish you the best!

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We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.