• Global Compensation Design
• Pay Structure Architecture
• Job Architecture
• Leveling Frameworks
• Market Data Analysis
• Radford
• Mercer
• Willis Towers Watson
• MarketPay
• Workday
• Cost Modeling
• Scenario Planning
• Equity Compensation (RSUs
• Stock Options
• ESPPs)
• Pay Transparency
• Labor Regulations
• Advanced Excel
• Executive Compensation
• Stakeholder Management

As a Senior Manager of Compensation Strategy and Design, you will be a senior individual contributor on the Global Compensation Strategy and Design team, responsible for developing market-leading compensation programs that are equitable, competitive, and aligned with evolving business needs. You will serve as a critical partner to senior Employee Success, Finance, and business leaders, leveraging deep subject matter expertise to influence decisions and support global workforce and talent strategy.

You will design global compensation strategies with particular responsibility for representing APAC market dynamics, regulatory frameworks, and region-specific business requirements. Responsibilities include architecting and evolving global pay structures for consistency and competitiveness across functions and geographies, designing core compensation programs such as promotion frameworks, merit cycle processes, and enterprise-wide policies. Driving job architecture, leveling frameworks, and internal equity strategies at enterprise scale to support workforce planning and career pathing is key.

Analyzing and interpreting market data from sources like Radford, Mercer, and Willis Towers Watson to inform program design is essential. You will participate in robust cost modeling and scenario planning, prepare and present materials for executive leadership including total rewards philosophy and benchmarking, and monitor global compensation legislation and regulatory requirements. You will also support the Executive Compensation and Equity team as a regional representative and serve as a strategic thought partner to HR Business Partners, Talent Acquisition, and senior leadership on compensation design and employee retention.