Senior Manager, Global Compensation

Clinton Health Access Initiative•or CHAI Program Country,

11d

About The Position

The Senior Manager, Global Compensation sits within CHAI’s Talent Enablement team and leads the design and delivery of the organization’s compensation framework across more than 40 countries. Reporting to the Director, Global Talent Enablement, this role is CHAI’s subject-matter expert on complex global compensation matters and translates compensation strategy into practical, well-documented processes that work across diverse labor markets. The role advises CHAI leadership on compensation strategy and methodology while managing operational cycles such as annual cost-of-living reviews, salary survey participation, benchmarking, and pay equity analysis. In partnership with Global Human Resources colleagues, country and program directors, and finance, the Senior Manager supports consistent, defensible pay decisions aligned with CHAI’s mission and funding realities. The position also manages and develops a Senior Analyst, Global Compensation.

Requirements

Bachelor’s degree and at least 7 years of experience in compensation, total rewards, or a closely related field.
Strong track record delivering salary structure design, benchmarking, job architecture, and annual review cycles.
Global compensation experience at a geographically diverse organization; understanding of how local labor markets, regulation, and cost structures shape pay decisions.
Working knowledge of United States compensation law and compliance for a US employer, including Fair Labor Standards Act exemption classification, state and local pay transparency and pay range disclosure requirements, and federal and state equal pay obligations.
Experience with analytical, statistical, and visualization tools used for compensation analysis.
Experience conducting pay equity analysis and translating findings into practical remediation recommendations.
Advanced analytical skills, including strong spreadsheet modeling and ability to work with large, imperfect data sets.
Experience integrating equity and inclusion considerations into compensation strategy, policy, and practice.
Ability to link broader organizational goals to the design and implementation of effective systems and processes.
Excellent interpersonal skills and ability to build trusting relationships across diverse identities, cultures, and time zones.
Strong communication skills, including explaining technical compensation concepts to non-specialists and delivering difficult messages clearly and candidly.
High personal integrity, discretion, and tact, with demonstrated ability to maintain confidentiality.
Adaptability to changing priorities and ability to adjust work methods in response to new information, conditions, or obstacles.
Exceptional project management skills, including managing multiple complex work streams and facilitating collaborative problem-solving across functional teams.
Proficiency with Microsoft Office, particularly Excel.

Nice To Haves

Experience working in a nonprofit, global health, or international development organization.
Certification in compensation or human resources, such as CCP, PHR, SHRM-CP, or SHRM-SCP.
Experience supporting complex organizational change.
Working proficiency in French or another language used across CHAI’s country programs.

Responsibilities

Act as CHAI’s compensation subject-matter expert and coach Global Human Resources colleagues, managers, and leaders on complex global compensation matters.
Lead the design, documentation, and continuous improvement of CHAI’s global compensation framework, salary structures, and job architecture, coordinating work with internal stakeholders, CHAI leadership, and external consultants.
Develop and maintain compensation approaches for national, international, and third-country national staff, including package design, allowances, contract currency, and alignment with local statutory pay requirements.
Advise leadership on compensation strategies and methodologies that support equity, transparency, consistency, and ease of administration, including implications of organizational design, restructuring, and new program starts.
Develop and maintain compensation governance, including approval thresholds, exception handling, and documentation standards suitable for donor and audit scrutiny.
Manage participation in approved salary surveys, including data collection and reporting; review results and recommend adjustments.
Analyze market data to recommend salary ranges by country and level, refresh salary structures on a defined cycle, and maintain data sources used to assess pay relative to market.
Design and conduct regular pay equity analyses, identify drivers of disparity, and recommend practical remediation approaches.
Design, implement, and maintain a compensation model to support reporting and analytical needs, global growth, and operational efficiency.
Prepare standardized and customized compensation reports for country directors, program directors, and leadership, including equity analyses, statistical data, ad hoc reporting, and data visualizations.
Translate analysis into clear recommendations and written guidance for audiences without a compensation background.
Lead rollout of CHAI’s new compensation and career framework across more than 40 countries.
Partner with Global Human Resources colleagues on communication and rollout plans for annual adjustments and other global compensation initiatives.
Own the annual compensation review cycle, including the cost-of-living process, ensuring an objective, data-driven approach that reflects country-specific economic factors; manage and guide the Senior Analyst leading day-to-day process management and tools.
Serve as the escalation point for offer decisions, job-levelling questions, and complex compensation cases, making timely decisions and transparently communicating the reasoning.
Partner with finance and program teams to model compensation costs for organizational growth, new program start-ups, proposals, and budgets.
Manage, coach, and develop the Senior Analyst, Global Compensation, setting priorities, strengthening technical and analytical capability, and delegating recurring analysis.
Oversee global compensation training, processes, and guidance documents for Global Human Resources colleagues and people managers, evaluating and improving them for consistency, transparency, and efficiency.
Stay current on compensation technology, analytics, and change management, and seek feedback and learning opportunities to strengthen CHAI’s compensation practice.