Director, Talent Manager, HR​/Recruitment

Position: Director, Compensation

Who We Are

TKO Group Holdings, Inc. (NYSE: TKO) is a premium sports and entertainment company. TKO owns iconic properties including UFC, WWE, and P , which reach 1 billion households across 210 countries and territories and organize more than 500 live events year‑round, attracting more than three million fans. TKO also services and partners with major sports rights holders through IMG, an industry‑leading global sports marketing agency, and On Location, a global leader in premium experiential hospitality.

Position

Title

Director, Compensation

Reporting To

SVP, Total Rewards

Position Summary

The Director, Compensation is a key strategic leader responsible for the design, implementation, and governance of global compensation programs across the company. This includes base salary structures, incentive programs, equity plans, job architecture, and pay‑for‑performance frameworks. The role is critical in driving a high‑performance culture by aligning pay decisions with measurable business and individual outcomes. Working closely with key stakeholders, including Finance and business leadership, the Director will implement compensation strategies that are competitive, equitable, and performance‑driven across our global organization.

Compensation

Strategy

• In partnership with the SVP, Total Rewards, lead the design and execution of a global compensation strategy that reinforces a strong pay‑for‑performance culture.
• Aim to build out compensation programs that reward measurable impact, drive accountability, and support business growth and innovation.
• Provide strategic guidance on linking variable pay (bonuses, incentives, equity) to individual and business performance.
• Oversee the design and management of sales commission plans and variable incentive programs, ensuring they are competitive, results‑oriented, and aligned with business goals.

Program Design & Execution

• Own global compensation planning processes, including annual salary increase reviews, bonus programs, and equity, ensuring performance data informs pay decisions.
• Build and maintain salary structures, short‑ and long‑term incentive plans, and internal job frameworks that support scalable and consistent pay practices within business units and across the company.

Market Intelligence & Competitive Positioning

• Conduct compensation benchmarking and market analyses to ensure compensation offerings remain competitive, fair, and aligned.
• Leverage data to drive compensation decisions that support strategic talent segments, critical roles, and high‑performing teams.
• Champion the adoption of AI‑powered tools and advanced analytics to enhance compensation benchmarking, internal equity analysis, and market competitiveness.

Governance, Compliance & Equity

• Establish and enforce global governance policies to ensure consistency, transparency, and compliance with legal requirements (e.g., pay equity laws, FLSA, local labor laws).
• Collaborate with Legal, HR, and other teams to ensure compensation practices are inclusive and equitable.

Collaboration & Stakeholder Influence

• Act as a trusted advisor to HRBPs, Talent Acquisition, and senior leaders on compensation‑related matters, including performance cycles, promotions, and offer structuring.
• Provide compensation training and tools to HR partners and people managers to ensure consistent application of pay‑for‑performance principles.
• Support leadership with education and tools to make informed, equitable, and performance‑based pay decisions.
• Work cross‑functionally with Finance and HRIS teams to ensure effective administration of compensation and incentive plans.

Qualifications Education & Experience

• Bachelor’s degree required; advanced degree or CCP (Certified Compensation Professional) preferred.
• 10+ years of progressive compensation experience, including 5+ years leading global programs and implementing pay‑for‑performance strategies.

Skills & Competencies

• Proficient in compensation platforms and tools (e.g., Workday, Mercer, Excel/Google Sheets modeling).
• Excellent stakeholder management and communication skills; ability to translate complex pay and incentive concepts to non‑HR audiences.
• Expertise in compensation design,…