Executive Compensation Director

The Director of Executive Compensation provides enterprise-level leadership for compensation strategy, governance, and execution across assigned business units and/or global functions, focused on the executive roles across the organization. This role serves as a senior advisor to executive leadership, ensuring compensation programs align with business strategy, talent priorities, and external market dynamics. The Director leads the design, governance, and continuous evolution of global executive compensation programs, drives consistency and scalability across regions, and establishes decision frameworks for complex compensation matters. Operating with a high degree of autonomy, the Director sets strategic direction, mentors and develops compensation talent, and represents the Compensation COE in enterprise initiatives and executive forum. They will proactively identify areas of opportunity and recommend creative solutions. They will have significant specialized in-depth expertise and knowledge of technical Compensation programs at all levels of the organization, while using a consultative approach to provide counsel to leaders both within the division and across the company.  Works within the Compensation COE to standardize deliverables and analysis.

Essential Duties and responsibilities

Owns and governs enterprise executive compensation philosophy, frameworks, and decision guidelines, ensuring alignment with business strategy and talent objectives.

Establishes governance models for base pay, incentive plans, and executive compensation decisions, including escalation and approval protocols.

Partners with senior HR and Finance leaders to ensure compensation programs are financially sustainable, competitive, and compliant globally.

Leads, coaches, and develops compensation team members; sets performance expectations and builds bench strength within the Compensation COE.

Provides functional leadership across matrixed teams and regional/divisional partners to ensure consistent application of compensation practices globally.

Provides counsel regarding the administration of executive reward programs aligned with global policies and practices as appropriate.

Oversees development of base pay programs and incentive harmonization in a global environment related to the executive roles.

Serves as a strategic partner to HR and Divisional leaders on compensation strategy, executive pay decisions, and complex talent scenarios.

Leads compensation support for senior leadership populations, including executive offers, retention strategies, and succession-related pay decisions.

Leads the design, evaluation, and evolution of global base pay and incentive programs, including short-term and long-term incentive plans ensuring continuous market competitiveness.

Interprets complex market data and internal analytics to inform executive decision-making and enterprise trade-offs.

Anticipates market and regulatory trends and proactively evolves executive compensation programs accordingly.

Owns enterprise-level communication strategy for executive compensation programs, including executive messaging and change leadership.

Influences outcomes through data-driven storytelling and strong executive presence.

Proactively identifies compensation roadblocks or areas of opportunity and independently recommends creation solutions to complex problems using sophisticated analytics and judgement.

Uses technical compensation professional knowledge to develop models, evaluate processes and monitor trends.

Assesses strategies needed to best ensure executive compensation programs and tools are used effectively by client groups.

Maintains rigor around the global career framework, evaluating and determining salary grades or market rates for executive jobs levels.

Analyzes market data and use to make recommendations regarding compensation packages, policies and programs.

Partners with key divisional stakeholders, key HR stakeholders and the broader compensation COE globally to achieve compensation outcomes that both attract and retain critical talent

Job Qualifications

Education Minimum: Bachelor’s Degree in Human Resource Management or related field OR, equivalent.

Experience Minimum Experience:  12-15+ years of progressive compensation experience, including leadership of enterprise or global compensation programs, OR equivalent.

Demonstrated experience leading compensation teams or large-scale enterprise initiatives

Proven ability to influence executive-level stakeholders and drive decisions in ambiguous environments

Base pay and incentive compensation design & program management

Market analysis & benchmarking

Compensation program communications and implementation

Administer and provide guidance for executive and non-executive compensation programs

Knowledgeable around global compensation policies and programs

Compensation design for technology organizations

Strong technical and data analytics capability

Change management and policy implementation

Advanced compensation program comprehension, including technical knowledge of long-term incentive plans

Consulting skills

Communication skills; negotiation, presentation and education with most senior leaders; ability to explain difficult or sensitive topics; works to build consensus and influences outcomes

Compensation process improvement

Experience working in shared services organization

Demonstrated ability to turn data and analytics into insights

Solves complex problems using sophisticated analytical thought to exercise judgement and identify innovative solutions

Tools:

Microsoft Office Suite (Word, Excel, PowerPoint, Outlook).

Human Resource Management System (Workday experience preferred)

Other Knowledge, Skills, Abilities or Certifications:

Preferred:

Demonstrates compensation consultative approach with a focus on strong analytical, creative thinking and interpretation skills

Develops complex analytics needed to best ensure compensation programs are supporting overall goals and initiatives

Leads compensation functional teams and projects

Has knowledge of best practices and is aware of the competition and market differentiators

Compensation professional certification desirable

Strong knowledge of human resources regulations, policies and procedures

Excellent mathematical and analytical skills

Team oriented, cooperative, and flexible.  Demonstrated ability to collaboratively work with a wide range of people at all levels of a global organization

Works independently, with guidance in only the most complex situations

Travel requirements

5-10%

Physical Demands

Normal office requirements.

Our Interview Practices

To maintain a fair and genuine hiring process, we kindly ask that all candidates participate in interviews without the assistance of AI tools or external prompts. Our interview process is designed to assess your individual skills, experiences, and communication style. We value authenticity and want to ensure we’re getting to know you—not a digital assistant. To help maintain this integrity, we ask to remove virtual backgrounds and include in-person interviews in our hiring process. Please note that use of AI-generated responses or third-party support during interviews will be grounds for disqualification from the recruitment process.

Applicants may be required to appear onsite at a Wolters Kluwer office as part of the recruitment process.