Global Compensation Director

Fragomen•Matawan, NJ

1d•$176,000 - $229,000•Hybrid

About The Position

The Global Rewards team at Fragomen develops and operates global compensation and benefits programs that help the Firm attract, retain and motivate top talent across a global workforce. The Global Compensation Director will serve as the owner of Fragomen’s global compensation strategy, governance and execution. Reporting to the Global Head of Total Rewards, this role will lead the design and delivery of global compensation programs, including base pay strategy, annual incentive plans, job architecture, market benchmarking, compensation governance, and regulatory compliance. This is a high-impact leadership role for a compensation expert who can combine strategic thinking with disciplined execution. The successful candidate will bring strong technical depth, global business judgment, analytical rigor, and the ability to engage with senior stakeholders across regions, functions, and leadership groups.

Requirements

8+ years of progressive compensation experience, including partnership with senior leaders/executives and ownership of programs across multiple countries and regions
Bachelor’s degree in Finance, Engineering, Computer Science or another analytical field
Demonstrated experience leading annual compensation planning for a global or multi-region workforce
Strong expertise in job architecture, job evaluation and leveling, benchmarking, salary structure design, pay-for-performance, and incentive compensation
Experience using major job evaluation methodologies, such as Mercer IPE, WTW Global Grading, or Korn Ferry Hay
Proven ability to design and improve compensation governance, processes, tools, and operating models in a complex, matrixed environment
Strong project management capability, with the ability to lead complex global initiatives while balancing strategic priorities, operational detail, and stakeholder expectations
Demonstrated success leading compensation change management initiatives across multiple regions and stakeholder groups
Ability to translate complex and sometimes conflicting data into clear business insights, practical recommendations, and executive-ready narratives
Strong communication and influencing skills, including the ability to explain complex compensation topics clearly and engage senior leaders in sound decision-making
Advanced proficiency in Microsoft Office, HR systems, and compensation tools. Workday experience preferred

Nice To Haves

Experience leading, coaching, influencing direct, indirect, or matrixed team members
Deep understanding of global compensation trends, regulatory requirements, pay transparency, compensation governance, and modern reward practices
Experience advising executive leaders, Partners, or senior business stakeholders on sensitive and complex compensation matters
Strong cross-functional partnership experience with Finance, Legal, HR Business Partners, Talent Acquisition, HR Operations, and business leadership
Experience using analytics, automation, LLMs, or AI-enabled solutions to improve compensation processes, decision support, governance, or employee and leadership experience
Experience working in a professional services, partnership, consulting, legal services, or similarly complex global organization

Responsibilities

Define, evolve and steward Fragomen’s global compensation philosophy, including pay positioning, pay mix, and the balance between global consistency and fit-for-purpose local flexibility
Lead the development, implementation, administration, and communication of compensation programs including base and variable pay, annual compensation planning, market analysis, retention programs with a focus on operational excellence and governance
Own global job architecture and career framework, ensure clear linkage between leveling, market data, pay ranges, career progression and compensation decision-making
Lead incentive compensation programs, including the annual bonus plan and sales incentive ensuring alignment with business objectives, affordability and performance outcomes
Lead the global annual compensation cycle end-to-end across merit, promotions, and annual bonus payout. Partner with Finance on budgeting, scenario modelling, and cost reconciliation
Develop and deliver training programs that build compensation capability across the Firm, including for Partners, business leaders, HR teams, Talent Acquisition, and employees
Build compensation tools, models, governance processes, and decision frameworks that enable Partners, business leaders, HR business partners, and Talent Acquisition to make consistent, competitive, and policy-aligned compensation decisions anchored in creating business value