This position is responsible for the development, planning, and delivery of all aspects of Uniteds core processes for broad-based and executive compensation programs and mobility, including program design, implementation, and ongoing management globally.
Key Responsibilities
Leads the design and execution of the organization’s compensation strategy administration to attract, retain, and motivate top talent across all levels, including base salary, annual incentives, and long-term incentive programs. Oversees compensation frameworks such as job architecture, salary structures, career levels, and global market alignment.
Provides leadership across core compensation areas, including executive and broad-based compensation, sales incentive plans, and relocation programs, ensuring they are competitive, cost-effective, and aligned with business goals and governance standards. Partners with HR, Finance, and business leaders to evaluate and enhance program effectiveness.
Ensures compensation programs are administered with a high standard of compliance, operational rigor, and internal governance. Manages risk, regulatory compliance (e.g., FLSA, pay transparency laws, SEC/CDA for executive pay), and internal policy alignment across all compensation components.
Provides oversight of external vendors and consultants supporting compensation programs, including executive pay benchmarking, sales plan design, relocation services, and survey participation.
Lead, influence, and collaborate with Sr Total Rewards leadership to shape our executive compensation programs to drive long-term sustainable growth.
Prepare and coordinate materials for presentations to the CEO, CHRO, and the Compensation Benefits Committee of the Board of Directors.
Leverages workforce analytics, compensation data, and market intelligence to drive pay competitiveness, pay equity, and informed decision-making. Analyzes global compensation trends, sales incentive effectiveness, and executive pay practices to provide data-driven recommendations to HR and business leadership.
Develops dashboards and reporting tools to support compensation planning, modeling, and forecasting.
Leads compensation-related communication and change initiatives across the organization. Develops and delivers education and training materials to HRBPs, managers, and senior leaders to ensure understanding and alignment on compensation strategy, including executive compensation plans, sales incentive frameworks, and relocation policies.
Effectively partners with legal, finance, and talent partners to influence change, support strategic objectives, and enhance the employee experience through clear, consistent messaging.
This position is responsible for the development, planning, and delivery of all aspects of Uniteds core processes for broad-based and executive compensation programs and mobility, including program design, implementation, and ongoing management globally.
Key Responsibilities
Leads the design and execution of the organization’s compensation strategy administration to attract, retain, and motivate top talent across all levels, including base salary, annual incentives, and long-term incentive programs. Oversees compensation frameworks such as job architecture, salary structures, career levels, and global market alignment.
Provides leadership across core compensation areas, including executive and broad-based compensation, sales incentive plans, and relocation programs, ensuring they are competitive, cost-effective, and aligned with business goals and governance standards. Partners with HR, Finance, and business leaders to evaluate and enhance program effectiveness.
Ensures compensation programs are administered with a high standard of compliance, operational rigor, and internal governance. Manages risk, regulatory compliance (e.g., FLSA, pay transparency laws, SEC/CDA for executive pay), and internal policy alignment across all compensation components.
Provides oversight of external vendors and consultants supporting compensation programs, including executive pay benchmarking, sales plan design, relocation services, and survey participation.
Lead, influence, and collaborate with Sr Total Rewards leadership to shape our executive compensation programs to drive long-term sustainable growth.
Prepare and coordinate materials for presentations to the CEO, CHRO, and the Compensation Benefits Committee of the Board of Directors.
Leverages workforce analytics, compensation data, and market intelligence to drive pay competitiveness, pay equity, and informed decision-making. Analyzes global compensation trends, sales incentive effectiveness, and executive pay practices to provide data-driven recommendations to HR and business leadership.
Develops dashboards and reporting tools to support compensation planning, modeling, and forecasting.
Leads compensation-related communication and change initiatives across the organization. Develops and delivers education and training materials to HRBPs, managers, and senior leaders to ensure understanding and alignment on compensation strategy, including executive compensation plans, sales incentive frameworks, and relocation policies.
Effectively partners with legal, finance, and talent partners to influence change, support strategic objectives, and enhance the employee experience through clear, consistent messaging.
What’s needed to succeed (Minimum Qualifications):
Minimum of 10 years of functional experience in designing and managing broad-based and executive compensation programs on a global basis.Minimum of 5 years of people management experience.Ability to perform job responsibilities within a hybrid work model and in person 3 days per week.Demonstrated advanced knowledge of accounting, tax, and regulatory requirements related to compensation.Strong ability to leverage workforce analytics and market data to identify pay gaps and benchmark competitiveness, delivering data-driven pay recommendations.Ability to ensure cost-effective compensation programs align with business objectives by collaborating with HR, Finance, and leaders to assess ROI and budget impact.Experience leading compensation functions and change initiatives (executive pay, broad-based programs, sales incentives, relocation) and coaching teams to deliver consistent, organization-wide results.Demonstrated ability to maintain rigorous compliance, operational controls, and governance for all compensation components, proactively managing risk and regulatory requirements.Strong interpersonal skills to collaborate with Legal, Finance, and Talent partners to build consensus on compensation decisions.Extensive project management experience leading compensation initiatives (job architecture, salary structures, career levels, global alignment) with defined scope, timelines, and stakeholder communication.Able to develop compensation strategies that attract and retain talent while aligning pay programs with long-term business priorities.
What will help you propel from the pack (Preferred Qualifications):
What’s needed to succeed (Minimum Qualifications):
Minimum of 10 years of functional experience in designing and managing broad-based and executive compensation programs on a global basis.Minimum of 5 years of people management experience.Ability to perform job responsibilities within a hybrid work model and in person 3 days per week.Demonstrated advanced knowledge of accounting, tax, and regulatory requirements related to compensation.Strong ability to leverage workforce analytics and market data to identify pay gaps and benchmark competitiveness, delivering data-driven pay recommendations.Ability to ensure cost-effective compensation programs align with business objectives by collaborating with HR, Finance, and leaders to assess ROI and budget impact.Experience leading compensation functions and change initiatives (executive pay, broad-based programs, sales incentives, relocation) and coaching teams to deliver consistent, organization-wide results.Demonstrated ability to maintain rigorous compliance, operational controls, and governance for all compensation components, proactively managing risk and regulatory requirements.Strong interpersonal skills to collaborate with Legal, Finance, and Talent partners to build consensus on compensation decisions.Extensive project management experience leading compensation initiatives (job architecture, salary structures, career levels, global alignment) with defined scope, timelines, and stakeholder communication.Able to develop compensation strategies that attract and retain talent while aligning pay programs with long-term business priorities.
What will help you propel from the pack (Preferred Qualifications):