Vice President, Compensation Strategy, Design, and Architecture

United StatesRemoteFull-timeexecutive

OtherArchitecture

0 views0 saves0 applied

Apply Now

Quick Summary

Requirements Summary

12+ years of progressive compensation experience, including significant responsibility for job architecture, job evaluation, leveling frameworks, compensation design,

Technical Tools

OtherArchitecture

What We Offer

~4 min read

The Vice President, Compensation Strategy, Design, and Architecture will lead the development and governance of enterprise-wide job architecture and broad-based compensation frameworks. This strategic role will establish scalable structures for how work is organized, evaluated, leveled, and compensated across a global organization. You will shape job families, career streams, evaluation methodologies, salary structures, geographic pay strategies, and governance standards. Working closely with Total Rewards, Talent Management, HR, Finance, Legal, and business leaders, you will drive large-scale workforce and compensation transformation initiatives. The role combines strategic design, analytical rigor, stakeholder leadership, and organizational change management. You will also establish sustainable frameworks that support workforce planning, career mobility, pay equity, and long-term organizational growth.

✓Own the design and evolution of the global job architecture, including job families, career streams, level definitions, evaluation methodologies, and leveling criteria across functions, geographies, and business units.

✓Establish scalable architecture principles and standards that support workforce planning, organizational design, talent mobility, career development, succession planning, and compensation decision-making.

✓Design and evolve global salary structures and range methodologies using external market benchmarks, competitive intelligence, internal workforce data, and the organization’s compensation philosophy.

✓Develop geographic pay frameworks and market differentiation approaches aligned with a global operating model.

✓Lead financial modeling, scenario analysis, and impact assessments for compensation structures in partnership with Finance, Legal, Compensation, and other stakeholders.

✓Own the enterprise job evaluation methodology and establish consistent, transparent, and scalable standards for assessing, comparing, and leveling work globally.

✓Lead partnerships with external compensation advisors and subject matter experts, translating external methodologies and recommendations into practical internal frameworks.

✓Establish governance processes, decision rights, and approval mechanisms for creating, modifying, consolidating, and retiring jobs and job families.

✓Lead periodic reviews of job architecture, career structures, evaluation methodologies, salary frameworks, and compensation practices to ensure continued alignment with business and workforce needs.

✓Monitor architecture health, consistency, adoption, and exceptions across functions and geographies, addressing governance issues as needed.

✓Partner with Talent Management, HR Business Partners, and business leaders to align job architecture with career frameworks, competency models, development pathways, organizational design, and workforce planning.

✓Provide strategic guidance on the relationship between workforce architecture, career progression, compensation, and organizational effectiveness.

✓Lead change management, stakeholder engagement, communications, and organizational readiness for large-scale compensation and workforce architecture transformation initiatives.

✓Evaluate emerging compensation trends, labor market developments, regulatory requirements, and organizational changes to inform future framework enhancements.

✓Partner with Compensation Administration to ensure job architecture, evaluation standards, salary structures, and compensation frameworks can be effectively implemented, administered, and sustained.

✓Base salary starting at $200,000 USD, with final compensation determined by factors including experience, skills, qualifications, education, certifications, seniority, geographic location, and organizational needs.

✓Eligibility for an annual bonus.

✓Comprehensive benefits package for eligible employees.

✓Medical, dental, and vision insurance.

✓401(k) plan.

✓Paid time off.

✓Fully remote position open to candidates anywhere in the United States.

✓Opportunity to work across multiple time zones and collaborate with stakeholders in different regions.

✓Opportunity to shape global compensation and workforce architecture strategies at enterprise scale.

✓Environment focused on continuous learning, inclusion, collaboration, accountability, and professional growth.

Requirements

~2 min read

12+ years of progressive compensation experience, including significant responsibility for job architecture, job evaluation, leveling frameworks, compensation design, and workforce architecture strategy within complex global organizations.
Demonstrated experience designing, implementing, and governing enterprise-wide job architecture frameworks across multiple functions, business units, countries, and regions.
Deep expertise in job evaluation methodologies and market-leading grading frameworks, including experience with Willis Towers Watson, Korn Ferry, Mercer, Aon, or comparable methodologies; experience with Willis Towers Watson Global Grading frameworks is strongly preferred.
Experience in compensation consulting, workforce architecture consulting, or similar advisory environments is strongly preferred.
Strong expertise in salary structure development, market pricing methodologies, geographic pay strategies, compensation governance, and broad-based compensation program design.
Proven experience leading large-scale job architecture, workforce design, job leveling, or compensation transformation initiatives from strategy and design through implementation, adoption, and long-term governance.
Demonstrated experience leading organizational change and global rollouts, including stakeholder alignment, communication, and adoption strategies.
Ability to translate external methodologies, market practices, and business requirements into practical frameworks supporting workforce planning, career progression, talent mobility, and compensation decisions.
Strong understanding of governance frameworks, decision-making standards, and operating models that promote consistency, scalability, and sustainability.
Strong financial and analytical capabilities, including workforce modeling, scenario analysis, compensation cost modeling, and evaluation of organizational and compensation design alternatives.
Experience partnering with Finance, Legal, Employee Relations, Talent Management, HR Business Partners, and business leaders on enterprise-wide workforce and compensation initiatives.
Understanding of global regulatory considerations and pay transparency requirements, including EU pay transparency initiatives, works council environments, and country-specific employment practices affecting job architecture and compensation.
Exceptional judgment, influence, consultative leadership, and stakeholder management skills, with the ability to navigate ambiguity, challenge assumptions, build alignment, and lead through organizational change.
Ability to operate as a hands-on individual contributor while leading complex enterprise initiatives and balancing strategic design with detailed analytical, implementation, and change management work.
Strong curiosity, accountability, client focus, continuous improvement mindset, inclusivity, empathy, respect, and collaborative leadership.