Managing Director, Global

The Managing Director, Global Compensation is the organization’s most senior compensation leader, accountable for the enterprise-wide compensation strategy, policy framework, governance, and overall effectiveness of the global compensation function. This role sets the strategic direction for base pay, short- and long-term incentives, executive compensation, sales compensation, and other compensation programs across all geographies and employee populations. As the enterprise authority on compensation, the Managing Director advises executive leadership on how compensation supports business performance, talent priorities, and financial discipline;

establishes global principles and decision rights; and leads the function through compensation leaders and teams responsible for program design and delivery.

The role holds enterprise accountability for competitive, equitable, compliant, and financially sustainable compensation outcomes—not day-to-day program administration.

• Own the enterprise compensation philosophy and multiyear strategy, aligning compensation investment with business priorities, talent strategy, culture, and risk appetite; establish global policy, decision rights, and standards with appropriate regional flexibility.
• Hold enterprise accountability for the compensation lifecycle, setting priorities, delegated authorities, and success measures for market positioning, salary structures, merit, promotions, market adjustments, and incentives.
• Set the enterprise direction and governance for job architecture, career frameworks, job evaluation, salary structures, geographic differentials, and benchmarking methodologies, ensuring a coherent foundation for global talent and pay decisions.
• Shape the enterprise incentive strategy across executive, short- and long-term compensation, advising on eligibility, performance measures, funding, and award frameworks that reinforce sustainable performance and appropriate risk-taking.
• Own global sales compensation strategy, aligning the overall plan portfolio and investment with growth, profitability, client outcomes, and enterprise priorities in partnership with senior Sales and Finance leadership.
• Serve as the principal compensation adviser to executive leadership, partnering with senior Finance, Legal, Human Resources, Sales, and Revenue Operations leaders to shape enterprise decisions on executive pay, market positioning, incentive design, compensation investment, funding priorities, financial trade-offs, disclosure strategy, and complex business matters; provide independent judgment and constructive challenge informed by emerging regulatory and market developments.
• Own the global compensation governance and risk framework in partnership with Legal and other control functions, establishing enterprise policies, effective controls, and audit readiness for applicable compensation, pay equity, pay transparency, wage and hour, securities, tax, and data privacy requirements; set remediation priorities and escalation standards, and sponsor sustained improvements in internal equity, external competitiveness, and responsible pay practices.
• Define enterprise measures of compensation effectiveness and use business, workforce, market, and financial insights to evaluate investment, performance differentiation, employee impact, and sales plan outcomes; direct strategic changes where results fall short.
• Set the global compensation operating model and transformation roadmap, determining organizational capabilities, technology and data investment priorities, and service standards; hold functional leaders accountable for scalable, accurate, and well-controlled delivery.
• Lead compensation strategy for acquisitions, divestitures, new-market entry,…