Director, Global Compensation

Hyland

15h

About The Position

The Director Global Compensation is responsible for setting and executing the organization’s global compensation strategy architecture and governance. This role designs and oversees compensation programs that support business objectives performance outcomes and talent retention while ensuring financial discipline regulatory compliance and internal equity across regions. The Director serves as a strategic advisor to executive leadership Finance Legal and HR with accountability for broad‑based compensation strategy and execution including core pay programs job architecture and market pricing alongside sales compensation equity (stock‑based) and other incentive and variable compensation plans. This role operates at the intersection of strategy governance and execution—ensuring scalable defensible and consistently applied frameworks.

Requirements

Bachelor’s degree in Human Resources Business Finance or a related field; advanced degree or professional certification (e.g. CCP) preferred.
10+ years of progressive experience in global compensation including leadership of enterprise‑wide programs.
Demonstrated expertise in sales compensation equity‑based compensation and short- and long-term variable incentive plan design governance and execution.
Deep experience with job architecture leveling frameworks market pricing and compensation governance.
Strong understanding of global compensation regulations pay transparency requirements and risk management.
Proven ability to influence senior leaders and operate effectively in complex cross‑functional environments.

Responsibilities

Compensation Strategy & Governance
Own and evolve the global compensation philosophy ensuring alignment with business objectives and pay‑for‑performance principles.
Serve as the enterprise authority for job architecture leveling frameworks and role mapping ensuring consistency scalability and defensibility across functions and geographies.
Establish and maintain governance models for compensation decisions including approval thresholds exception management documentation standards and audit controls.
Partner with Finance and Legal to assess compensation‑related risk regulatory exposure and financial impact across jurisdictions.
Sales Compensation
Own the end-to-end sales compensation strategy including plan philosophy eligibility pay mix target incentive levels and alignment to sales role architecture.
Design and govern sales compensation plans ensuring alignment with revenue objectives margin considerations and desired performance behaviors.
Partner closely with Sales and Finance leadership to model plan design trade-offs and financial impact.
Establish disciplined governance for sales compensation changes including new role launches plan redesigns accelerators SPIFFs and off-cycle adjustments.
Ensure sales compensation programs are globally compliant operationally executable and clearly documented.
Equity & Stock‑Based Compensation
Serve as the enterprise owner of equity and stock-based compensation strategy ensuring alignment with total rewards philosophy retention objectives and executive compensation practices.
Establish and maintain clear eligibility criteria grant guidelines and approval thresholds for equity awards across levels and roles.
Partner with Finance and Legal on equity governance including accounting considerations regulatory compliance and executive- and committee-level materials.
Ensure equity programs are integrated with job architecture and leveling frameworks reinforcing internal equity and role differentiation.
Oversee equity program controls documentation and employee communication standards across jurisdictions.
Executive Partnership & Reporting
Act as a trusted advisor to executive leadership on compensation strategy trade-offs workforce cost decisions and talent risk.
Prepare executive- and committee-level materials on compensation strategy cycle outcomes market competitiveness pay equity sales incentive effectiveness and equity utilization.
Influence outcomes in a matrixed environment with multiple stakeholders and formal governance forums.
Team Leadership & Capability Building
Lead and develop the compensation team setting clear priorities performance expectations and professional development plans.
Build scalable tools frameworks and manager education to enable consistent high-quality compensation decision-making.
Contribute to broader people strategy workforce planning and organizational design initiatives.