Description
We are looking for an experienced Senior Manager, Compensation Strategy and Design to be part of our Global Compensation Strategy and Design team who lead the development of market leading compensation programs that are equitable, competitive, and support our evolving business needs. This is a senior individual contributor role, ideal for a strategic thinker who excels at building and scaling compensation structures in complex, global environments.
You will be a critical partner to senior Employee Success, Finance, and leaders across the business, leveraging your deep subject matter expertise to influence decisions and support our global workforce & talent strategy.
What You’ll Do
Design global compensation strategies as part of the global team with particular responsibility for representing APAC market dynamics, regulatory framework, and region-specific business strategy requirements.
Architect and evolve global pay structures ensuring consistency and competitiveness across functions and geographies.
Design and evolve core compensation programs such as promotion frameworks, merit cycle processes, and enterprise-wide compensation policies to support business growth and talent development.
Drive job architecture, leveling frameworks, and internal equity strategies at enterprise scale, supporting workforce planning and career pathing initiatives.
Analyze and interpret market data from multiple sources (e.g., Radford, Mercer, Willis Towers Watson) to inform compensation program design.
Alongside Global Rewards Partners, serve as a strategic thought partner to HR Business Partners, Talent Acquisition, and senior leadership on compensation design, offer structuring, and employee retention.
Actively participate in robust cost modeling and scenario planning to evaluate compensation design decisions and ensure financial sustainability.
Prepare and present materials for executive leadership including total rewards philosophy, benchmarking, and policy recommendations.
Monitor global compensation legislation and regulatory requirements, partnering with Legal and Compliance to mitigate risk and ensure adherence.
Support the Executive Compensation and Equity team as a regional representative
What You’ll Bring
8+ years of progressive compensation experience, with a strong focus on global compensation design in an enterprise technology environment.
Strong technical acumen and market expertise with the ability to analyze complex data and translate it into actionable compensation strategies.
Expertise in architecting global frameworks for cash and equity compensation, including familiarity with RSUs, stock options, ESPPs, and performance-based awards.
Strong command of global market trends, labor regulations, pay transparency, and global pay fairness practices across major tech hubs.
Demonstrated ability to craft compelling narratives and build business cases around compensation strategy that resonate with diverse audiences.
Proficiency in tools such as Radford, Mercer, MarketPay, Workday, and advanced Excel modeling.
Executive presence with concise, articulate communication skills, tailored to the audience—from HR teams to C-suite stakeholders.
Proven ability to influence without authority, owning and driving projects across cross-functional teams.
A track record of developing creative compensation solutions (e.g., restructured frameworks, carved-out merit strategies) that meet both financial and organisational goals.
Bachelor’s degree in Business, HR, Finance, Economics, or a related field; advanced degree or CCP certification is a strong plus.
You Will Thrive Here If You:
Think globally and act strategically, balancing business goals with local relevance and compliance.
Enjoy leading complex initiatives as a high-impact individual contributor with autonomy and ownership.
Are passionate about driving equity and global pay fairness through data-informed, scalable programs.
Consistently show flexibility and full engagement, even in fast-paced or ambiguous situations.
Communicate effectively - adapting your message to different audiences with clarity and purpose.
Excel at building strong partnerships, particularly with Employee Success Business Partners (ESBPs), Finance, and executive stakeholders.
Thrive in a tech-driven, results-oriented, and collaborative enterprise environment