Senior Manager, Compensation Programs & Systems (Global)

S&P Global Mobility • US - VA - VIRTUAL, VA

4d

About The Position

It is an exciting time in the People team at the Company. With a mantra of “People First,” the People team is evolving beyond traditional models to support a fast-paced, globally scaling organization. As part of a broader HR transformation, the Company is implementing Workday to enable data-driven decision making and scalable people processes. This role presents a unique opportunity to help define and execute the global compensation infrastructure that will power Workday and enable a modern Total Rewards strategy. The Company is seeking a Senior Manager, Compensation Programs & Systems to partner closely with the Head of Compensation in the design and infrastructure of global compensation programs. This role serves as a key partner across Compensation, HRIS, and People Operations to ensure that compensation programs are effectively translated into scalable, sound processes within Workday. While not responsible for system configuration, this role ensures that compensation structures, data, and processes are designed in alignment with system capabilities to enable accurate and efficient execution. The ideal candidate brings deep expertise in broad-based compensation, paired with a strong understanding of how compensation design translates into system workflows, data structures, and business processes. This is a hands-on role requiring both strategic thinking and execution, with a focus on ensuring that compensation programs are practical, scalable, and effectively implemented in partnership with technical teams and compliance requirements.

Requirements

• 8+ years of experience in compensation, including broad-based compensation design and program management.
• Demonstrated experience partnering with HRIS or technical teams to implement or enhance compensation programs within HR systems (Workday strongly preferred).
• Experience supporting or participating in a Workday implementation or major system enhancement.
• Strong understanding of job architecture, salary structures, and compensation governance frameworks.
• Experience managing or supporting global compensation programs.
• Demonstrated ability to translate business needs into clear requirements and scalable processes.
• Strong analytical skills, with advanced proficiency in Excel; experience with reporting tools preferred.
• Experience working in a fast-paced, evolving organization.

Nice To Haves

• Ability to connect compensation design with execution and system implications.
• Strong understanding of how compensation programs translate into system workflows, data structures, and business processes.
• Ability to analyze data, identify trends, and translate insights into actionable recommendations.
• Proven ability to design and implement scalable processes in a fast-paced environment.
• Builds strong partnerships across Compensation, HRIS, Finance, and the business; able to bridge functional and technical perspectives.
• Effectively translates compensation concepts into clear, actionable guidance for both technical and non-technical stakeholders.
• Proactive and resourceful in solving complex compensation challenges.
• Continuously seeks to improve processes, programs, and outcomes.

Responsibilities

• Partner with the Head of Compensation to design and implement global compensation programs, including salary structures, job architecture, career frameworks, and pay governance.
• Collaborate with HRIS and technical teams to ensure compensation programs are effectively operationalized within Workday, aligning design with system capabilities and constraints.
• Translate compensation strategies and program requirements into clear business requirements and process flows for Workday configuration.
• Ensure that compensation data, structures, and governance frameworks are designed to support accurate, scalable system execution.
• Support the implementation and ongoing enhancement of Workday Compensation (Core and Advanced), acting as the functional compensation lead in partnership with system owners.
• Design and implement global compensation processes, including merit planning, bonus planning, promotions, and job changes, ensuring alignment between program intent and system execution.
• Partner with People Operations and HR Shared Services to ensure consistent and efficient administration of compensation programs globally.
• Develop and maintain compensation governance processes, including approval workflows, audit controls, and documentation to support compliance (e.g., SOX and internal audit requirements).
• Build and deliver compensation analytics and reporting, leveraging Workday and other tools to provide insights on pay equity, market competitiveness, and workforce trends.
• Support global pay transparency initiatives, including pay range design and communication strategies.
• Manage external vendors, including market data providers (e.g., Radford, Mercer, WTW).
• Identify opportunities to improve compensation processes through standardization, simplification, and alignment with system capabilities.

Benefits

• Equal employment opportunity (EEO) to all persons regardless of age, color, national origin, citizenship status, physical or mental disability, race, religion, creed, gender, sex, sexual orientation, gender identity and/or expression, genetic information, marital status, status with regard to public assistance, veteran status, or any other characteristic protected by federal, state or local law.
• Reasonable accommodations for qualified individuals with disabilities.

What This Job Offers

• Job Type: Full-time
• Career Level: Senior
• Education Level: No Education Listed