VP, Global Compensation

Salesforce•Austin, TX

23h•Remote

About The Position

Salesforce is seeking a U.S.-based senior leader to own the company's worldwide broad-based compensation strategy, architecture, and governance. This role involves translating business and talent strategy into global job architecture, salary structures, geographic pay, annual compensation programs, pay equity and transparency, analytics, and managing the compensation workstream for acquisitions. The position requires strong partnership across various departments including Executive & Equity Compensation, Global Benefits, Finance, Legal, Tax, Payroll, Stock Administration, People Analytics, Talent, Employee Relations, and business leadership.

Requirements

15+ years of progressive compensation or Total Rewards experience, including leadership of complex, multi-country programs and high-performing teams.
Demonstrated expertise in compensation philosophy, job architecture, market pricing, salary structures, geographic pay, annual salary and incentive cycles, and program governance.
Ability to connect talent choices to business strategy and model cost, workforce, market, equity, compression, and implementation tradeoffs.
Experience building objective pay-setting frameworks, leading pay-equity analytics and remediation planning, and operationalizing pay-transparency requirements.
Strong command of compensation data, advanced analytics, scenario modeling, visualization, HR systems, and controls.
Evidence of moving an AI or automation use case from experiment to controlled production with measurable improvement.
A record of modernizing compensation programs or operating models, leading through ambiguity, and delivering change.
Experience with compensation diligence, employee and role mapping, retention arrangements, harmonization, cost modeling, and integration governance for M&A.
Credibility with C-suite leaders and senior stakeholders; ability to turn technical detail into clear choices and recommendations.
Working knowledge of executive and equity compensation, broad-based equity, sales incentives, benefits, mobility, tax, payroll, and accounting.
Experience operating in a changing U.S. federal, state, and local environment and across multiple international markets.
Working fluency in executive and equity compensation governance, SEC disclosure context, and share-based-payment cost considerations.
Bachelor's degree or equivalent practical experience.

Nice To Haves

An advanced degree or relevant professional certification.

Responsibilities

Define the global compensation philosophy and translate business strategy into durable principles for global pay.
Establish enterprise standards, decision rights, policy ownership, and approval thresholds for compensation governance.
Prepare analysis and materials for C-suite, People leadership, and governance bodies regarding compensation decisions.
Own and maintain the global job architecture, including job families, career streams, levels, profiles, and evaluation standards.
Design and set scalable pay structures, including salary ranges, market-positioning principles, and geographic differentials.
Identify critical-skill and labor-market signals and evaluate targeted premiums or differentiated approaches.
Own the worldwide design and governance of annual compensation programs, including salary, merit, promotion, and broad-based bonus programs.
Connect base pay and broad-based incentives with equity strategy.
Govern pay decisions for hiring, promotions, transfers, off-cycle adjustments, geographic moves, and retention situations.
Build objective pay practices by embedding documented, job-related criteria into pay-setting processes.
Lead global pay-equity analytics, develop remediation scenarios, and support legal reviews.
Own the range architecture, geographic-pay inputs, data, and operating controls for U.S. pay-transparency requirements.
Set the global transparency framework for candidate, employee, and reporting requirements.
Build multi-year forecasts and scenarios to model the cost, market, talent, equity, compression, currency, and implementation effects of compensation decisions.
Set global standards for compensation data quality, definitions, access, controls, and lineage.
Create a focused scorecard for program competitiveness, internal consistency, cycle accuracy, budget performance, and operating efficiency.
Translate changes in work, including AI's impact, into pay implications.
Test skills-based pay, targeted skill premiums, and new approaches for AI-affected roles through controlled pilots.
Apply AI responsibly in compensation processes, ensuring data and model quality, and monitoring for discriminatory outcomes.
Own the global compensation workstream for M&A, including diligence, job and employee mapping, and harmonization.
Create an executable integration path for acquired companies' compensation structures.
Lead a high-performing global compensation team, building a diverse and succession-ready team.
Equip People Partners, recruiters, managers, and leaders with guidance and tools to improve pay decisions.
Create trust through clarity by explaining complex choices and maintaining strong cross-functional relationships.