Senior Global Compensation Specialist

Summary This•Houston, TX

About The Position

This is a senior, high‑impact role at the center of how the company designs, governs, and executes its global compensation strategy. As a Senior Global Compensation Specialist, you will operate as a core advisor within the Total Rewards function, working closely with HR leadership, Finance, Legal, and senior business leaders to shape pay decisions that directly support business performance, leadership accountability, and organizational capability. This role is deliberately broad and challenging. It spans strategy, analytics, governance, and execution across base pay, incentive plans, job architecture, and performance alignment. You will be expected to bring a consultant‑level mindset: structuring problems, interrogating data, applying judgment, and translating complexity into clear, defensible recommendations. If you are looking for a role where your work is reviewed by senior leaders, influences enterprise decisions, and stretches beyond “program administration,” this role is built for you.

Requirements

8–12+ years of progressive experience in compensation, total rewards, or consulting-based reward advisory roles.
Bachelor’s degree required in Human Resources, Business, Finance, Economics, or a related field.
Experience supporting complex organizations with multiple regions, leadership populations, and governance requirements.
Strong analytical capability with advanced experience in compensation modeling, market pricing, and workforce analytics.
Known for sound judgment, intellectual rigor, and the ability to translate complexity into practical guidance.

Nice To Haves

CCP, CEBS, CHRP, CHRL, or other relevant compensation or HR designation is an asset.
Exposure to incentive and equity programs, job architecture, or executive / committee-level materials is strongly valued.

Responsibilities

Act as a trusted compensation thought partner to HR leaders and business executives on pay strategy, performance outcomes, and talent decisions.
Produce clear, rigorous analysis that informs executive decision-making on market positioning, internal equity, and pay outcomes across regions.
Support enterprise wide annual compensation and performance cycles, including calibration support, risk identification, issue resolution, and leadership communications.
Play a key role in the design, maintenance, and application of job architecture and compensation structures, including role evaluations and market assessments.
Support short and long-term incentive programs, including governance, analytics, reporting, and participant impacts.
Contribute to compensation governance, controls, and committee support, ensuring decisions are defensible, documented, and audit ready.
Partner with HRIS, Finance, Payroll, Talent, and Legal to improve data quality, controls, and operating discipline.
Identify opportunities to simplify, scale, and modernize compensation processes and analytics across the organization.