Global Compensation Director

ACI Worldwide•Norcross, GA

13h•Hybrid

About The Position

ACI Worldwide is authoring the next chapter of intelligent payments orchestration—leading the future of digital payments by setting new standards and transforming the global payments ecosystem. We power the global economy, enabling seamless, secure, and real‑time payments across the world. Our people power ACI. At ACI, our people are the heartbeat of innovation—driven by purpose, united by values, and empowered to make an impact every day. We are guided by our values to Envision, Energize, Empower, Elevate, and Excel in everything we do. As a Global Compensation Manager (Norcross/hybrid), you will join a diverse, passionate team, dedicated to powering the world’s payments ecosystem! The Global Compensation Manager engages cross-functionally with senior business leaders, Finance, Legal, and Human Resources to drive and support ACI’s global compensation programs, with a strong focus on executive compensation. This role has primary responsibility for the design, development, implementation, and administration of ACI’s compensation programs including Base Pay, Short-term (non-sales) incentive plans, executive compensation processes, and governance under the direction of the SVP, Global Total Rewards. Will assist with developing recommendations for ACI’s equity and long-term incentive programs, including executive and director equity. Will provide consultative support to business leaders on compensation design and pay decisions, including executive offers and incentive arrangements. Will partner in the development of materials for the Compensation Committee and Board of Directors, and support executive compensation disclosures, including proxy/CD&A development.

Requirements

Bachelor’s degree (or equivalent experience) in HR, Business Administration, Finance, or a related field
15+ years of progressive experience in Compensation / Total Rewards, including global program support
Strong consultative and stakeholder advisory skills; ability to partner with and influence leaders across levels and functions through clear communication and recommendations
Demonstrated executive compensation expertise, including market benchmarking, pay-for-performance analyses, and governance practices for senior leaders and (as applicable) non-employee directors
Experience supporting Compensation Committee processes and materials; ability to develop board-ready narratives, exhibits, and presentations
Working knowledge of executive compensation disclosure requirements and processes (proxy statement, CD&A), including data validation, documentation, and cross-functional coordination with Legal and Finance
Strong experience with incentive plan design and administration (annual and long-term), including modelling, forecasting, performance measure calibration, and payout calculations
Exceptional written and verbal communication skills, including the ability to create program communication plans and produce clear, executive- and board-ready materials that translate complex data into actionable insights
Proven ability to handle highly sensitive and confidential information with sound judgment and professionalism
Advanced analytical and technical skills, including Excel (pivot tables, lookups, complex formulas) and proficiency with Word and PowerPoint

Nice To Haves

Related certifications such as CCP, CECP, GRP, SCP or CEP designations
Ability to leverage and apply generative AI to improve or enhance analysis, efficiency, and productivity
Well organized, strong attention to detail, and confidence to work independently while performing as a strong team player with demonstrated competency in process management, analysis, decision making, and cultural awareness
Self-starter with excellent project management skills including the ability to work effectively and facilitate multiple projects in a dynamic environment, document and communicate project plans, monitor progress and achieve milestones

Responsibilities

Lead compensation strategy and operations for a Region or multiple Regions (APAC, Americas, EMEA), partnering with HR and business leaders to deliver market-competitive, internally equitable outcomes
Support the design, implementation, and ongoing administration of global compensation programs, including job evaluation, salary survey participation and analysis, benchmarking, and annual salary budget development
Support compensation due diligence for new ventures, mergers, and acquisitions, including review of compensation and/or benefit plans and integration considerations
Develop executive compensation analyses, recommendations, and board-ready materials for senior executives, the Compensation Committee, and the Board (e.g., pay-for-performance, market benchmarking, incentive outcomes, equity usage)
Lead end-to-end executive compensation processes, including annual executive pay planning, competitive benchmarking, pay positioning, and internal equity considerations
Develop compensation analyses and recommendations for executive offers, promotions, retention arrangements, and employment transitions, ensuring alignment with governance, plan provisions, and market practice
Provide Compensation Committee support, including annual calendar planning, meeting materials, analysis and exhibits, recommendations, and coordination with Legal/Finance/HR/external advisors; ensure timely follow-through on approved actions
Partner with Legal, Finance, and external advisors to support executive compensation disclosures, including proxy/CD&A development: data gathering and validation, drafting support for compensation narratives and tables, and documentation of processes and controls
Design, govern, and administer annual incentive and long-term incentive programs (including performance metrics, goal calibration, modelling, award sizing, and payout determinations), and develop analyses to support compensation planning, forecasting, and budgeting
Develop and execute compensation program communication plans (e.g., annual pay planning, incentive plan changes, executive compensation actions), including key messages, stakeholder alignment, manager enablement materials, and FAQs
Serve as a trusted advisor to HR Business Partners and business leaders by providing consultative guidance on compensation programs, pay decisions, and complex cases; synthesize data into clear recommendations and influence outcomes through strong stakeholder management