Global Compensation Director

Global Compensation Manager (Norcross/Hybrid)

Powering the world's payments ecosystem

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!

This 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, equity usage)
• 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…