Director, Compensation

Zendesk•Washington, DC

6d•$196,000 - $294,000•Hybrid

About The Position

The Director, Compensation owns the strategy, governance, and operational execution of Zendesk’s global compensation programs. This role is responsible for translating compensation into a business advantage by enabling competitive pay decisions, supporting talent retention and growth, and delivering scalable, equitable, and market-aligned compensation practices. The Director will set the functional roadmap for global compensation advising, compensation analytics, tools and systems, with strong emphasis on data rigor, automation, process discipline, and cross-functional partnership. This leader will partner closely with senior leaders in Finance, Legal, Payroll, Talent Acquisition, HR Business Partners, Total Rewards, and business executives to drive org-level outcomes that directly impact workforce planning, pay equity, budget management, and talent strategy. This is a high-impact leadership role accountable for building scalable compensation operations, establishing practical policy guardrails, and serving as the final decision-maker for complex compensation escalations, exceptions, and executive compensation support.

Requirements

Bachelor’s degree in Human Resources, Business, Finance, Economics, or a related field.
12+ years of experience in global compensation, executive compensation, total rewards, compensation analytics, or enterprise HR leadership.
5+ years of people leadership experience, including managing managers and scaling teams.
Strong experience partnering with senior Finance, Legal, Payroll, HR, and business leaders on compensation strategy and execution.
Demonstrated success building scalable compensation programs, playbooks, and governance frameworks.
Experience with financial forecasting, budgeting, accruals, and compensation planning related to enterprise workforce programs.
Deep knowledge of compensation principles, market pricing, pay equity, job architecture, incentive design, and compensation compliance requirements.
Experience leading vendor strategy, including RFPs, negotiations, and contract review.
Strong executive presence and ability to communicate complex compensation issues to senior stakeholders.
Proven ability to operate in ambiguity while maintaining disciplined accountability.
Ability to handle highly confidential and sensitive information with discretion.
Strong analytical skills with experience interpreting data and turning insights into actionable recommendations.

Nice To Haves

CCP certification or equivalent compensation credentials.
Experience supporting executive compensation programs and governance processes.
Experience with compensation management systems, workflow automation, and reporting tools.
Experience with pay transparency implementation and global compensation compliance.
Experience with equity programs, incentive design, and broader total rewards strategy.
Experience influencing organizational design, hiring strategy, or business planning through compensation insights.

Responsibilities

Direct and oversee the global compensation function, including compensation advising, analytics, tools and systems, policy governance, and employee and manager support.
Develop, modify, and execute global compensation policies, guidelines, and procedures, ensuring alignment with business objectives, compensation philosophy, and organizational values.
Establish and implement compensation strategies and operating models that support pay decisions, job architecture, promotions, market pricing, and annual compensation cycles.
Serve as the functional authority on complex compensation matters and provide guidance to business leaders, HR partners, and employees on policy interpretation, exceptions, and competitive pay decisions.
Partner with Finance, Payroll, Legal, Talent Acquisition, and Total Rewards to support compensation planning, budget allocation, offer design, pay progression, and broader workforce planning.
Lead compensation analytics and insights, including market benchmarking, pay equity analysis, range penetration, incentive analysis, and executive-ready reporting.
Own compensation tools and systems, including configuration, workflow design, data integrity, reporting, and process automation to improve scale, accuracy, and user experience.
Support executive compensation activities, including executive offer packages, annual executive pay review processes, equity support, and coordination of governance and approvals.
Build forecasting and planning processes for compensation spend, merit cycles, promotions, adjustments, equity refreshes, and other compensation-related investments.
Analyze market trends, internal compensation data, and best practices to identify opportunities for program optimization, competitiveness, and improved employee experience.
Drive continuous improvement through process redesign, technology enablement, and standardization of compensation practices across regions and business functions.
Lead, develop, and mentor the team supporting global compensation operations, establishing priorities and accountability for results.
Monitor program performance, data quality, escalations, and compliance risks, taking corrective action as needed.
Own short- to mid-term planning for the function, including annual goals, service delivery priorities, and strategic initiatives.
Establish KPIs, SLAs, and dashboards to measure compensation cycle effectiveness, turnaround time, decision quality, employee experience, and operational health.
Build and maintain governance frameworks for compensation decisions, including exception handling, approvals, documentation standards, and audit readiness.
Partner with leadership to ensure compensation programs support hiring strategy, retention goals, internal equity, and market competitiveness.
Lead org design, hiring, development, and succession planning for the Global Compensation team.
Build career frameworks and development paths for compensation specialists and managers, with clear accountability for performance and promotion readiness.
Manage vendor strategy, including RFPs, negotiations, contract management, and ongoing performance governance for compensation survey providers, analytics tools, and systems vendors.
Ensure compliance with global compensation requirements, including wage and hour considerations, pay transparency laws, internal controls, and data/privacy obligations, partnering with internal stakeholders to mitigate risk.
Provide executive-ready reporting and recommendations on compensation trends, risk, cost, and program effectiveness.