Lead Global Partner

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

This strategic role will shape global compensation programs that support talent attraction, retention, equity, and business growth.

You will partner closely with HR and business leaders to provide data-driven guidance across compensation practices and programs.

The position combines market analysis, job architecture, salary structures, incentives, equity, and annual compensation planning.

You will help ensure compensation programs remain competitive, consistent, equitable, and compliant across global markets.

The role offers significant exposure to leadership while working in a fast-paced, growth-oriented environment.

You will also contribute to improving compensation operations, HR data integrity, and employee understanding of compensation practices.

Reporting to the Global Head of Total Rewards, you will play a key role in evolving the organization's global rewards strategy.

• Conduct global market research and compensation analysis to support competitive, equitable, and data-driven pay practices.
• Design, maintain, and enhance job evaluation frameworks, job architecture, grading systems, salary structures, and market pricing approaches.
• Analyze compensation data and develop clear reports, insights, and recommendations for HR and business leadership.
• Lead the annual compensation review cycle, including compensation budgets, merit increases, and bonus planning.
• Partner with Talent Acquisition on compensation offers and advise on new-hire compensation and equity refresh processes.
• Collaborate with Legal and HR teams on equity administration, compensation governance, and regulatory requirements.
• Advise HR Business Partners and business leaders on job leveling, market pricing, incentive plan design, and broader compensation decisions.
• Drive change management and communication strategies for new and evolving compensation programs.
• Maintain compensation-related data integrity within HR systems and identify opportunities to improve processes and operational efficiency.
• Develop and deliver training on compensation philosophy, policies, processes, and practices.
• Monitor industry and market trends to identify opportunities to strengthen global compensation strategies.
• Support compliance with applicable local and federal regulations, including FLSA, ERISA, and SOX.

• 8 years of progressive compensation experience, including significant exposure to global compensation programs.
• Deep expertise in job architecture, market pricing, salary structures, compensation analysis, and equity programs.
• Experience working with HRIS platforms such as Workday and compensation analytics tools.
• Strong proficiency in Excel and Google Sheets, with the ability to translate complex compensation data into clear insights and visualizations.
• Strong analytical and problem-solving skills, with demonstrated ability to turn data into practical business recommendations.
• Excellent project management and organizational skills, including the ability to manage multiple compensation initiatives and deadlines.
• Strong written and verbal communication skills, with the ability to explain compensation concepts clearly to both HR professionals and business leaders.
• Bachelor's degree in Human Resources, Business, Finance, or a related field.
• Knowledge of equity administration is preferred.
• Experience in a high-growth technology environment is preferred.
• Exposure to executive compensation programs is a plus.
• A resourceful, adaptable, and collaborative approach suited to a fast-paced and evolving organization.

• Remote opportunity within the United States.
• Strategic, high-visibility role reporting directly to the Global Head of Total Rewards.
• Opportunity to influence global compensation strategy and programs across a growing international organization.
• Broad exposure to job architecture, market pricing, incentives, equity, annual compensation planning, and executive compensation.
• Collaborative partnership with HR, Talent Acquisition, Legal, and business leadership teams.
• Professional growth through ownership of complex global compensation initiatives and organizational change programs.
• Opportunity to contribute to the development and optimization of scalable compensation processes and systems.