Shift4 - Senior Manager, Global Compensation Programs
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Requirements
• 7+ years of progressive experience in compensation or total rewards; experience managing global programs required. • Deep understanding of compensation strategy, market pricing, job evaluation, and incentive design. • Advanced analytical skills and proficiency with Excel; experience with compensation tools such as Radford, Mercer, or Workday Advanced Compensation preferred. • Strong project management and organizational skills with the ability to manage multiple programs simultaneously. • Demonstrated ability to influence and partner effectively with HR, Finance, and business leaders across geographies. • Knowledge of global regulatory requirements and trends, including pay transparency, FLSA, and EU pay directives. • Excellent communication and storytelling skills with the ability to translate data into actionable insights. • Experience in a high-growth, fast-paced, or global technology environment strongly preferred.
Responsibilities
• Lead the design, management, and continuous improvement of global compensation programs, including base pay structures, incentive plans, and equity frameworks. • Oversee the annual compensation planning process (merit, bonus, and equity cycles) in partnership with HR Operations and Finance, ensuring accuracy, consistency, and adherence to budget. • Develop and maintain global salary structures and pay bands across functions, geographies, and job levels to ensure internal equity and external competitiveness. • Conduct and oversee market analysis using global compensation surveys (e.g., Radford, Mercer, Aon) to ensure alignment with targeted market positioning. • Manage compensation governance, policies, and compliance, including global pay transparency, pay equity reviews, and local labor regulations. • Partner with HR Business Partners and Talent Acquisition to provide strategic guidance on offers, promotions, and retention initiatives. • Lead compensation-related projects such as job architecture alignment, system implementations (Workday Advanced Compensation), and acquisition integrations. • Develop and deliver compensation education, communications, and tools for leaders to enable informed pay decisions. • Partner with the Total Rewards and Finance teams to forecast compensation spend and assess cost implications of compensation programs. • Monitor compensation trends and best practices, providing strategic recommendations to senior HR and business leaders.
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