Manager, Global

Job Description:

The Manager, Global Compensation is responsible for building, implementing, and maintaining global compensation programs across the U.S. and India. This role will establish the foundational compensation structure-including job architecture, salary structures, governance frameworks, and incentive plan administration-and ensure these programs are scalable, competitive, compliant, and aligned with business strategy.

This role operates as the primary compensation authority within HR Shared Services, bringing structure, consistency, and discipline to compensation practices while enabling informed and defensible decision‑making across the organization. The role requires a balance of strategic thinking, operational execution, and people leadership in a fast‑paced and evolving environment.

• Build and implement global job architecture, including job leveling and career frameworks
• Design and establish salary structures, compensation frameworks, and market positioning strategies for the U.S. and India
• Translate company compensation philosophy into clear, actionable guidelines
• Develop and implement compensation policies, standards, and governance frameworks
• Analyze market trends and compensation data to ensure programs remain competitive and aligned with organizational objectives

• Partner with Finance and HR Leadership to design, implement, and maintain organization‑wide incentive plans and programs
• Support the administration and governance of leadership incentive programs and other company‑wide variable compensation initiatives
• Establish eligibility guidelines, governance standards, and compensation treatment for incentive programs
• Partner with Sales Operations to ensure alignment and accurate administration of sales variable incentive plan eligibility and compensation‑related impacts within HR systems
• Ensure compensation programs and incentive plans are aligned with company philosophy, budgeting practices, and workforce strategy

• Establish compensation approval processes and guardrails to ensure consistency and control
• Review and approve complex or high‑impact compensation decisions
• Reduce ad hoc and inconsistent practices by implementing structured decision frameworks
• Ensure compensation decisions are documented, auditable, and aligned with policy
• Monitor internal equity, pay compression, and compensation‑related risks and recommend appropriate actions

• Lead annual compensation planning cycles, including merit planning and compensation adjustments, with structure and discipline
• Ensure compensation programs are scalable, efficient, and clearly understood
• Oversee execution while partnering with team members for transactional support
• Ensure compensation processes are repeatable, sustainable, and appropriately documented

• Serve as the primary advisor to HR Business Partners and business leaders on compensation matters
• Provide clear, confident recommendations and guidance on compensation decisions
• Partner with Finance on labor cost alignment, budgeting, and workforce planning
• Influence and guide leaders toward consistent and defensible compensation decisions aligned with company philosophy and governance standards

• Ensure consistency in compensation approach across regions while adapting to local market conditions
• Provide guidance on India compensation practices within a global framework
• Support alignment between global compensation practices and local regulatory requirements

• Define key compensation metrics and reporting needs
• Interpret data and provide insights to support decision‑making
• Analyze compensation trends, compression risks, and internal equity considerations to support informed compensation decisions
• Partner with HRIS and analysts to ensure reporting accuracy, automation, and data integrity

• Provide leadership, direction, and context to compensation team members to ensure alignment with departmental goals and organizational strategy
• Effectively delegate work while…