VP Compensation Strategy and Operations

Prologis•San Francisco, CA

2d•Onsite

About The Position

As Vice President, Compensation Strategy & Operations at Prologis, you will serve as a senior enterprise compensation advisor to business leaders, HR partners, Talent Acquisition, Finance, Legal, Stock Administration, and other key stakeholders. Reporting to the SVP, Compensation, Benefits, & HR Technology, you will help shape compensation strategy, strengthen execution, and elevate the effectiveness of the function. This role combines operational leadership with transformation. You will ensure compensation programs and processes are executed with precision while advancing stronger analytics, modern tools, and scalable approaches that improve quality, speed, and the employee and leader experience. Success requires deep compensation expertise, strong executive presence, sound judgment and the ability to think beyond the immediate request, connect data to business strategy, and translate complex compensation, equity, transaction, and global workforce issues into practical, decision-ready recommendations. You will also lead and develop a small compensation team, strengthening analytical rigor, service delivery, and collaboration.

Requirements

12+ years of progressive compensation experience in a public company or similarly complex environment.
Deep expertise in compensation strategy, equity, incentives, market pricing, pay governance, and annual compensation planning.
Strong operational discipline, with experience improving compensation processes, systems, and annual cycles.
Demonstrated people leadership experience, with the ability to build capability and strengthen team performance.
Strong executive presence, sound judgment, and the ability to influence senior leaders and partner effectively across functions.
Exceptional analytical, financial modeling, problem-solving, presentation, and communication skills.
Experience supporting reorganizations, business transformation, and other complex organizational changes.
Experience leveraging AI, automation, or process redesign to improve operational effectiveness.
High judgment, discretion and integrity.

Nice To Haves

Advanced degree and/or CCP certification.
Experience with Workday and compensation planning/benchmarking tools.
Experience supporting executive compensation programs, proxy disclosures, or specialized long-term incentive plans.
Experience leading global compensation initiatives.
Experience applying operational excellence, continuous improvement, or AI-enabled process redesign.

Responsibilities

Serve as a senior compensation advisor to executives and HR leadership, building trusted relationships and shaping compensation strategies that support business priorities, talent outcomes, and long-term value creation.
Lead compensation strategy across assigned business areas, including base pay, annual incentives, long-term incentives, equity programs, recognition, retention, and differentiated arrangements for critical talent.
Anticipate business needs, frame complex issues, assess risks and tradeoffs, and use data analysis, market intelligence, financial modeling, and business context to deliver clear, decision-ready recommendations.
Partner with Talent Acquisition and HR Business Partners on executive and senior-level compensation decisions.
Own compensation operations and annual planning cycles, including salary planning, incentive and equity award cycles, pay-for-performance calibration, pay equity analysis, executive review materials, and leadership decision support.
Ensure compensation processes, governance, controls, systems, and annual calendars are disciplined, scalable, and executed effectively, creating a seamless experience for leaders, HR partners, and employees.
Drive continuous improvement through process redesign, automation, AI-enabled solutions, stronger analytics, and modern compensation tools that improve quality, consistency, speed, and scalability.
Advance global compensation initiatives, including support for M&A due diligence and integration.
Lead, coach, and develop a small compensation team, establishing clear priorities, raising analytical and consulting capability, strengthening service delivery, and ensuring strong execution across both operational and strategic work.
Foster a collaborative and empowering team environment.