Global Compensation Job Description

Global Compensation Job Description

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Global compensation provides analytical support for compensation projects using research and data analysis skills and ability to navigate through multiple sources/formats of data.

Global Compensation Duties & Responsibilities

To write an effective global compensation job description, begin by listing detailed duties, responsibilities and expectations. We have included global compensation job description templates that you can modify and use.

Sample responsibilities for this position include:

Coordinating with Region Reward Leads for annual compensation processes, merit/salary planning & reporting, trend analysis, benchmarking, staying abreast of leading industry practices
Review existing rewards related processes, policies and practices
Manage all aspects of the Annual Salary review processes
Lead the system design, configuration, implementation and maintenance of all compensation initiatives in support of the Global HRMS project to deploy Workday in 20+ countries
Global Coordination and Compensation Program Management, Governance
Maintain/Manage the Towers Watson Global Grading, including managing the Job Grades/Family Structure to ensure governance, consistency preparing analytics to support Talent Management and Reward
Contribute to compensation related compliance activities
Contribute to the design, implementation and management of reward plans and practices, ensure strong partnership with Finance
Executive Compensation Administration and Support
Support Global Head of Reward with preparation of Compensation Committee materials, executive compensation analysis, reporting, financial analysis

Global Compensation Qualifications

Qualifications for a job description may include education, certification, and experience.

Licensing or Certifications for Global Compensation

List any licenses or certifications required by the position: CCP, SPHR, GPHR, CPA, CPP, GRP, PHR, EA, SHRM, GMS

Education for Global Compensation

Typically a job would require a certain level of education.

Employers hiring for the global compensation job most commonly would prefer for their future employee to have a relevant degree such as Bachelor's and Master's Degree in Business, Human Resources, Finance, Business/Administration, MBA, Education, Accounting, Economics, Management, Technical

Skills for Global Compensation

Desired skills for global compensation include:

HRIS systems
Total compensation principles and ability to apply them to compensation delivery
Data analysis methods
Interrelationships of data transfers
Processes
Which includes the ability to analyze and interpret data
Workday
Data analysis methods and ability to interpret data
Excel
ERISA

Desired experience for global compensation includes:

Benchmarking, Research, and Compensation Analytics
Prepare compensation data research, cost impact and statistical analysis, as needed
Provide analytical and professional advice in areas of compensation bonus structures, variable pay, executive comp design
Manage survey vendor relationships and company’s participation in salary and variable compensation surveys
Have a proven track record executing, administering, and designing competitive total value programs including facilitating ‘lessons learned’ process to improve practices, share knowledge and refine future requirements
Strong interpersonal and customer service skills in dealing with top management and all levels of client groups (cross-functional teams, Finance and Sales)

Global Compensation Examples

1

Global Compensation Job Description

Job Description Example
Our innovative and growing company is searching for experienced candidates for the position of global compensation. Thank you in advance for taking a look at the list of responsibilities and qualifications. We look forward to reviewing your resume.
Responsibilities for global compensation
  • Contributes to the formulation of compensation and general HR department plans, objectives and strategies
  • Collaborates with third party vendors on various projects as needed
  • Review current salary practices while working collaboratively to design compensation structures, create job families, conduct job leveling and revise or align current plans for the organization
  • Design and deliver comprehensive compensation communication and training material that is well understood and valued by managers and employees
  • Participate in various salary and compensation surveys, analyzing results, trends and practices and evaluating the organization’s market competitiveness
  • Provide expert counsel in the development of annual variable incentive compensation and other applicable incentive plans, oversight of applicable benefit plans/plan design & changes and effective salary management
  • Harmonize and integrate employee benefits and compensation plans related to acquisitions
  • Responsible for compliance to legislation in regards to world-wide retirement benefits plans
  • Work with vendors and consultants for good governance of plans
  • Acts in an advisory capacity to HR Business Partners and Planning Managers to deliver the Year End Compensation process for the GWM business
Qualifications for global compensation
  • 7 or more years of experience in broad based compensation
  • Comprehensive experience in a public company in a similar role
  • Global experience, multiple countries, regions
  • Large, public company exposure, comfortable and experienced with complexity
  • Significant compensation and benefits plan technical experience, tax and regulatory knowledge in varied countries
  • Knowledgeable on legislation impacting pay programs
2

Global Compensation Job Description

Job Description Example
Our growing company is looking to fill the role of global compensation. We appreciate you taking the time to review the list of qualifications and to apply for the position. If you don’t fill all of the qualifications, you may still be considered depending on your level of experience.
Responsibilities for global compensation
  • Oversee short term and long term incentive plans for the company, ensuring that they are designed to drive employee performance, retention and attraction in line with business objectives, are market competitive, are legally sound and managed/administered accurately and effectively
  • Establish operational objectives and work plans, and manage compensation operations, including year-end merit increases, bonus payouts and equity grants globally
  • Acts as an advisor to the HR Business Partners on compensation topics including offers, pay adjustments, policy interpretation, severance packages, recognition, and restructuring
  • Partner with HRBP on short-term incentive executive and employee goal setting
  • Evaluate and monitor sales incentive plan designs
  • Take a lead role in due diligence and integration for acquisitions
  • Develop and maintain compensation dashboards and analytics
  • Manage international and local reward guidelines and pay ranges in the regions
  • Provide technical and consultative support to the assigned regions, countries and site on compensation and job leveling related initiatives
  • Manage cyclical projects
Qualifications for global compensation
  • Solid foundation in compensation theories and practices
  • Minimum of 7 years of progressively responsible compensation experience, preferably with an international focus
  • Negotiates well in difficult situations and drives for results in a collaborative way
  • Demonstrated ability to build relationships with and influence people at all levels of the organization
  • Broad, global compensation experience, with particular emphasis on sales plan design, metrics and alternative equity arrangements
  • Knowledge of investment management industry or investment banking required
3

Global Compensation Job Description

Job Description Example
Our company is looking for a global compensation. To join our growing team, please review the list of responsibilities and qualifications.
Responsibilities for global compensation
  • Benchmark compensation projects
  • Manage Compensation use of survey data
  • Manage the entire salary and manpower budgeting for all employee levels
  • Align with leadership, CHRO and the Compensation Committee of the Board of Directors on strategic plans for Executive Compensation
  • Lead successful annual compensation planning including but not limited to execution of base salary, bonus, awards and all related communications and administration
  • Lead in preparation and presentation of materials for Board of Directors Compensation Committee meetings
  • Coordinate preparation of executive compensation disclosure information required in Compensation Discussion and Analysis in a Proxy and assist in preparation of communication materials for Comp Committee and Board of Directors meetings
  • Lead the design, annual planning and implementation of the company’s global benefit programs, including Health and Welfare, 401K/Retirement, Executive Benefits, Voluntary Benefits and Wellness initiatives
  • Responsible for establishing all standard policies for administration and communication of all benefit programs
  • Oversee Retirement Committee (401(k)) meetings and appropriate documentation of decisions and plan changes adopted
Qualifications for global compensation
  • In-depth understanding of all aspects of the rewards management function including base pay and variable pay design and administration, long term incentives, sales compensation, compensation structuring, salary planning and budgeting and overall compensation strategy
  • Thorough understanding of various Job Evaluation methodologies existing in the market with expertise and implementation experience in methodologies
  • Understanding of tax and local compliance requirements across various geographies
  • General awareness of labor-related compliance, especially those that impact compensation related decisions
  • Superior data analytical and presentation skills
  • Evaluate and negotiate financial agreements (e.g., contracts, purchases, vendor services) that impact compensation, benefits and HR Administration related matters
4

Global Compensation Job Description

Job Description Example
Our growing company is hiring for a global compensation. If you are looking for an exciting place to work, please take a look at the list of qualifications below.
Responsibilities for global compensation
  • In partnership with legal counsel, ensure efficient and timely filing of all legally required documents
  • Manages job architecture and systems (job descriptions, new job requests, job evaluation and grading)
  • Reviews survey results and provides analysis on company competitiveness vs
  • Develops and maintains salary structures globally
  • Lead the Compensation team in multiple international locations to develop plans, programs and policies to engage and retain talent
  • Leads projects as assigned, including growth strategies such as M&A activities on time and within budget, including cross team/department projects as required
  • Manages the budget for areas of responsibility and work to identify and solve potential challenges and opportunities
  • Researches, identifies, and coordinates participation in salary surveys, including preparing survey submissions
  • Conducts research to determine competitor benchmark practices, new trends, and regulatory changes to ensure the Firm retains a competitive position in the market place
  • Develops, implements, and maintains pay structures, including salary tiers, incentive programs, and other variable pay programs across all geographic areas
Qualifications for global compensation
  • Proven track record of delivering compensation and benefit strategies
  • Leadership experience in a large, global company
  • Ability to develop and maintain effective working relationships with a variety of stakeholders
  • 15+ years of experience in compensation, benefits and HR Operations with a focus on innovative, fast growing workforce
  • Prior experience in equity plan management
  • Experience in Executive and Equity Compensation Plans for a multi-national corporation
5

Global Compensation Job Description

Job Description Example
Our innovative and growing company is looking for a global compensation. Please review the list of responsibilities and qualifications. While this is our ideal list, we will consider candidates that do not necessarily have all of the qualifications, but have sufficient experience and talent.
Responsibilities for global compensation
  • Documents and evaluates jobs, including responsibilities, qualifications, and requirements, and recommends appropriate salary tiers, titles, and job levels
  • Manages the global Deliver to Win project incentive plan, including evaluating effectiveness of the plan, recommending plan design changes and opportunities to expand the plan, and ensuring ongoing alignment with operational objectives
  • Key leader on cross functional team including finance, business development, HR and operations in the design and implementation of a variable pay program to reward business development success
  • Participates in annual review and strategic approach to implementation and communication of short term management incentive plans
  • Provides thought leadership on the strategic direction and design of the global variable pay programs drive changes necessary to move towards best practices
  • Partners with and influences senior business leaders, functional partners and HR partners to design, evaluate and recommend compensation programs that align with company’s total rewards strategy and philosophy
  • Manages and develops a team supporting variable pay programs, and is a key member of the global compensation leadership team
  • Works closely with communications and change leaders to ensure effective implementation, and ongoing communication about global variable pay programs
  • Leads the innovative design of short-term incentive plans, balancing competitive perspective with company’s philosophy and business strategy
  • Works with Business Unit Compensation teams on changes to current and existing variable pay plans to ensure ongoing alignment with the company’s variable pay strategy, and existing programs
Qualifications for global compensation
  • Ability to work independently, as part of a team and lead others
  • Minimum of 15 years of compensation experience, with demonstrated experience within a diversified financial service organization including asset management required
  • Demonstrated success in leading teams across multiple locations
  • Demonstrated history of leading through major organizational change, including experience with merger and acquisition activites
  • Ability to build consensus across different constituencies and all levels
  • Knowledge of regulatory and legislative matters that impact compensation design/structure

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