Director, Global Compensation Partner

Clarivate•Philadelphia, PA

About The Position

Clarivate is seeking a Director, Global Compensation Partner to join its People team and help shape compensation across a global organization of approximately 2,300 employees. This highly visible, hands-on role combines compensation strategy, program design, analytics and operational execution. The Director will help develop and evolve global compensation philosophy and programs so they remain competitive, equitable, financially sustainable and aligned with business and talent strategy. The role serves as a trusted advisor to business leaders and HR Business Partners, translating complex compensation questions into clear, data-driven recommendations. It plays a significant role in Annual Compensation Planning, including merit, promotion, bonus and long-term incentive planning. The successful candidate will move between executive-level strategy and detailed execution, including building models, interpreting market data, evaluating jobs, configuring and testing compensation processes, developing manager tools and improving the employee and leader experience. The Director will shape global compensation strategy; lead annual planning; build scalable job architecture, salary structures and benchmarking infrastructure; support incentive and executive compensation programs; turn data into business decisions; strengthen governance and compliance; and lead strategic compensation projects. Success means enabling consistent, informed pay decisions, clear employee understanding, performance-aligned programs and competitive, equitable and financially sustainable compensation investments.

Requirements

10+ years of progressive Compensation or Total Rewards experience, including significant experience supporting global organizations.
Experience operating at a senior compensation partner or compensation leadership level.
Deep expertise in base pay, annual incentives, market pricing, job evaluation, salary structures and job architecture.
Strong experience leading or substantially supporting Annual Compensation Planning, including merit, promotion and bonus cycles.
Strong financial acumen and expertise in compensation modeling, scenario analysis, budgeting and forecasting.
Experience partnering with Finance on merit budgets, incentive funding and bonus accruals.
Experience working with compensation survey data and market-benchmarking methodologies.
Strong knowledge of U.S. compensation practices and regulatory requirements, including FLSA and pay transparency, and experience supporting employees across multiple countries.
Advanced Excel and analytical capabilities, including ability to work confidently with large and complex data sets.
Exceptional executive communication, consulting and influencing skills.
Ability to translate sophisticated analysis into clear recommendations and compelling business cases.
Ability to operate effectively in a dynamic environment where strategy, infrastructure and processes continue to evolve.
Bachelor’s degree in Human Resources, Finance, Economics, Business or a related field, or equivalent relevant experience.

Nice To Haves

Experience with long-term incentive compensation programs is strongly preferred.

Responsibilities

Help develop, communicate and execute a global compensation philosophy and strategy aligned with business objectives, talent strategy and pay-for-performance principles.
Evaluate the competitiveness and effectiveness of compensation programs using market intelligence, internal analytics and business insights.
Balance global consistency with regional, functional and local-market requirements.
Partner with Finance, People, Legal and business leaders on compensation strategies, risks and complex decisions.
Lead design and execution of Annual Compensation Planning, including merit increases, promotions, corporate bonus payouts and long-term incentive allocations.
Partner with Finance and People leadership to develop merit and incentive budgets, financial models and forecasts.
Develop tools to provide visibility into compensation allocations, budget utilization and decision quality.
Partner with People Systems on compensation system configuration, testing, data validation and troubleshooting.
Analyze compensation cycle outcomes and recommend improvements.
Create manager and HRBP communications, guidelines, training and decision-support tools.
Design and evolve global job architecture, career levels, salary structures and job evaluation frameworks.
Develop tools and methodologies for job matching, market benchmarking and compensation decisions.
Lead market pricing and benchmarking across functions and geographies, including annual compensation survey submissions.
Evaluate new and changing roles and recommend job levels, market positioning and compensation.
Support the design and evolution of annual incentive programs and model their costs and design elements.
Develop business cases explaining the financial, talent and organizational implications of proposed program changes.
Partner with Finance on bonus accruals, forecasting and scenario planning.
Support development and administration of executive compensation and long-term incentive programs, including benchmarking, analysis and annual allocation processes.
Partner with Finance, Legal and senior People leadership to maintain appropriate governance and controls.
Conduct compensation analyses and translate findings into actionable recommendations.
Identify pay trends, internal equity considerations, and compensation risks and opportunities.
Develop dashboards, tools and reporting to improve compensation decision-making and transparency.
Present complex analyses clearly to senior and executive audiences.
Monitor compensation practices for compliance with applicable federal, state, local and country-specific requirements.
Oversee periodic FLSA classification reviews and support pay transparency requirements.
Partner with Legal, Finance and People leadership on matters with financial, regulatory or employee-relations implications.
Lead global and local compensation projects, including compensation work related to acquisitions, integrations, reorganizations and other strategic changes.
Identify opportunities to simplify, automate and improve compensation processes and employee experience.
Establish scalable processes and tools for a growing global organization.