Manager, Global

We are seeking an experienced, hands‑on Compensation Manager to analyze and optimize global compensation programs for sales and corporate employee groups. This individual contributor role is highly data‑driven, requiring advanced Excel and comfort using AI‑enabled tools (e.g., Microsoft Copilot) to accelerate analysis, scenario modeling, and stakeholder‑ready narratives within privacy and governance standards. Key focus areas include sales incentive plan design, broad‑based pay structures, and compensation support for M&A activities.

You will partner closely with Business Management and cross‑functional leaders to deliver insights and recommendations that shape scalable compensation strategies.

• Develop and maintain complex compensation models:
  Build, refine, and manage advanced Excel‑based models (utilizing complex formulas, pivot tables, and automation) to analyze large datasets and forecast compensation outcomes, ensuring data‑driven decision‑making.
• Sales compensation design & analysis:
  Evaluate current sales commission and incentive plans, perform in‑depth data analysis on sales compensation effectiveness, and design new incentive models that drive desired behaviors and align rewards with company revenue and growth objectives.
• Global compensation program management:
  Support the design and administration of broad‑based compensation programs across our enterprise. Ensure pay strategies are consistent globally yet locally competitive, maintaining internal equity and external market competitiveness across diverse regions and employee groups.
• Data analytics & insights:
  Leverage strong analytical skills and data visualization to assess compensation trends, conduct pay equity analyses and generate actionable insights. Provide data‑driven recommendations to HR and business leaders on compensation adjustments, range structures, incentive payouts, and other pay decisions.
• Compensation process leadership:
  Execute and continuously improve core compensation processes such as annual merit increase cycles, promotion reviews, and incentive payout calculations. Ensure accurate modeling and analysis during these cycles, and uphold compensation governance guidelines and approval processes.
• Cross‑functional partnership:
  Collaborate closely with Business Management, HR Business Partners, Finance, Sales Operations, and business unit leaders to address compensation needs and challenges. Provide expert consultation and support on pay decisions for new hires, promotions, transfers, and special cases, backing recommendations with solid data and market rationale.
• Compliance & market benchmarking:
  Monitor global compensation laws and regulations to ensure programs remain compliant (e.g., wage and hour laws, pay transparency requirements). Lead or support market benchmarking and survey participation efforts to keep compensation structures up‑to‑date and aligned with industry trends.
• Mergers & acquisitions support:
  Serve as a key compensation resource during M&A activities, including conducting due diligence on target company pay practices, modeling compensation harmonization scenarios, and supporting integration of acquired employees into existing compensation programs.
• Continuous improvement:
  Stay informed of emerging compensation trends, tools, and best practices. Proactively identify opportunities to optimize compensation programs or analytical methods, driving enhancements that improve efficiency, transparency, and strategic impact of compensation across the organization.

• Compensation & incentives: Expertise in salary structures, ranges, job leveling, and sales incentive/commission plan design; ability to translate strategy into scalable global programs.
• Data & modeling: Advanced Excel (complex formulas, pivots, scenario modeling/automation) and strong comfort with large datasets; BI/visualization and HRIS compensation tools a plus.
• Insights, governance & influence: Ability to turn analysis into clear recommendations (pay equity/compression, ranges, payouts), operate within compliance/pay transparency requirements, and partner effectively with HR/Finance/Sales Ops and senior leaders.
• Ex…