Managing Director, Global Compensation

SEI•Upper Providence Township, PA

About The Position

The Managing Director, Global Compensation is SEI’s most senior compensation leader, accountable for the enterprise-wide compensation strategy, policy framework, governance, and effectiveness of the global compensation function. The role sets strategic direction for base pay, short- and long-term incentives, executive compensation, sales compensation, and other programs across geographies and employee populations. As the enterprise authority on compensation, the Managing Director advises executive leadership on how compensation supports business performance, talent priorities, and financial discipline; establishes global principles and decision rights; and leads the function through compensation leaders and teams responsible for program design and delivery. The position is accountable for competitive, equitable, compliant, and financially sustainable outcomes, rather than day-to-day program administration. The role also establishes the global compensation operating model and transformation roadmap; leads compensation strategy for acquisitions, divestitures, new-market entry, mobility, and major organizational change; and sets the strategy for external advisers, survey providers, and technology partners. It sponsors compensation communications to strengthen executive alignment, manager understanding, and employee transparency.

Requirements

Bachelor’s degree in Human Resources, Business, Finance, Management, or a related field.
Extensive, progressively responsible compensation leadership experience, including accountability for enterprise-wide compensation strategy and leadership of a global compensation function in a complex, multinational organization.
Comprehensive strategic expertise across base pay, annual and long-term incentives, executive and sales compensation, job architecture, market positioning, pay equity, and global governance, with the ability to integrate these disciplines into an enterprise compensation strategy.
Demonstrated success serving as a principal compensation adviser to executive leadership, influencing enterprise investment and policy decisions, navigating competing priorities, and exercising independent judgment in a matrixed environment.
Executive-level financial and analytical acumen, including the ability to evaluate compensation investment, incentive economics, market intelligence, and enterprise risk and translate complex findings into strategic decisions.
Strong command of global compensation governance, regulatory complexity, and pay transparency requirements, with experience establishing enterprise policies and controls in partnership with Legal and other control functions.
Proven ability to lead multidisciplinary global teams, build leadership capability and succession, and sponsor enterprise transformation across compensation programs, technology, and operating models.
Enterprise-level strategic thinking, sound judgment, and the ability to balance talent, performance, employee experience, risk, and financial stewardship.
Global mindset and cultural awareness, with the ability to establish consistent principles across diverse markets while allowing appropriate local flexibility.
Exceptional discretion, communication, collaboration, and stakeholder-management skills, with the courage to challenge constructively and drive continuous improvement.

Nice To Haves

Advanced degree or relevant professional certification.

Responsibilities

Own the enterprise compensation philosophy and multiyear strategy, aligning compensation investment with business priorities, talent strategy, culture, and risk appetite; establish global policy, decision rights, and standards while allowing appropriate regional flexibility.
Hold enterprise accountability for the compensation lifecycle, setting priorities, delegated authorities, and success measures for market positioning, salary structures, merit, promotions, market adjustments, and incentives.
Set enterprise direction and governance for job architecture, career frameworks, job evaluation, salary structures, geographic differentials, and benchmarking methodologies.
Shape enterprise incentive strategy across executive, short- and long-term compensation, advising on eligibility, performance measures, funding, and award frameworks.
Own global sales compensation strategy, aligning the plan portfolio and investment with growth, profitability, client outcomes, and enterprise priorities in partnership with senior Sales and Finance leadership.
Serve as principal compensation adviser to executive leadership and partner with senior Finance, Legal, Human Resources, Sales, and Revenue Operations leaders on executive pay, market positioning, incentive design, compensation investment, funding priorities, financial trade-offs, disclosure strategy, and complex business matters.
Own global compensation governance and risk framework with Legal and other control functions; establish enterprise policies, controls, and audit readiness for applicable compensation, pay equity, pay transparency, wage and hour, securities, tax, and data privacy requirements; set remediation priorities and escalation standards.
Define enterprise measures of compensation effectiveness and use business, workforce, market, and financial insights to evaluate investment, performance differentiation, employee impact, and sales plan outcomes; direct strategic changes when results fall short.
Set the global compensation operating model and transformation roadmap, determining organizational capabilities, technology and data investment priorities, and service standards; hold functional leaders accountable for scalable, accurate, and well-controlled delivery.
Lead compensation strategy for acquisitions, divestitures, new-market entry, mobility, and major organizational change, advising senior business and HR leaders on enterprise implications, integration principles, and material talent and financial risks.
Set strategy for external compensation advisers, survey providers, and technology partners, ensuring value and independent expertise; sponsor the enterprise compensation communication strategy.

Benefits

Comprehensive physical and mental healthcare, including medical, dental, vision, prescription, wellness, employee assistance program (EAP), and flexible spending account (FSA).
Life and disability insurance, with premiums paid for base coverage.
401(k) match.
Tuition reimbursement and education assistance.
Commuter benefits.
Up to 11 paid holidays per year.
21 days of PTO per year, prorated for new hires, with increases over time.
Paid parental leave.
Back-up childcare arrangements.
Paid volunteer days.
Discounted stock purchase plan.
Investment options.
Access to employee networks.
Flexible PTO.