Global Compensation Director
The Director Global Compensation designs, develops, executes, and communicates global compensation programs, policies, and procedures. The role will ensure the compensation programs remains competitive by keeping current with both sector specific and general compensation trends and best practices to enhance the organization’s ability to attract and retain employees.
• Subject matter expert on current practices and trends to ensure compensation policies, procedures and practices are externally market competitive. Partners with external vendors and other peer organizations to increase sharing of compensation practices and survey participation.
• Ensures compliance with all applicable local, state, and federal regulations related to IRC’s compensation philosophy and practices. Interprets and implement federal regulations, Fair Labor Standards Act (FLSA), Title VII as they relate to compensation practices.
• Leads the annual merit increase process for US and selected European countries by working closely with the HRIS team and provide guidance for local staff processes in other countries. Provides consult and guidance for all IRC countries annual merit process.
• Evaluates and assists senior leaders in strategic implementation of compensation interventions. Consults on salary offers and off-cycle adjustments to ensure externally competitive and internally equitable decisions.
• Owns the global job analysis and evaluations to determine appropriate salary bands and compensation levels. Updates annual salary band structure according to the organization’s philosophy and external market developments.
• Ensures country salary structure are conducted in accordance with IRC’s compensation guidelines and methodology.
• Designs compensation training to build P&C team’s compensation capability, educate leaders and staff. Create compensation reports and tools to improve effectiveness of compensation governance.
• Develops and maintains a tracking system to analyze metrics to ensure effective pay decisions and equitable pay practices. Makes recommendations for adjustments to policies and processes when appropriate.
• Manages a small team and works in close collaboration with Regional Compensation Senior Coordinators.
• Performs other duties as assigned in partnership with P&C department and cross-functional teams at IRC.
Key Working Relationships:
Position Reports to: Senior Director, Global Benefits, Compensation and Global Mobility
Position directly supervises:
1. Compensation Associate
2. Senior Compensation Analyst
Other Internal and/or external contact:
1. P&C leadership
2. Regional Vice Presidents, Dep. Regional Directors, Country Directors
3. Executive Directors and other RAI leadership
4. HQ leadership for multiple departments
5. Talent Acquisition, Finance, General Counsel, and IT
6. External compensation vendors/consultants
• Bachelor’s degree in human resources, Business Administration or related field from an accredited college or university
• Six (6) to eight (8) plus years of progressively responsible experience in compensation design and administration for a large organization, including international complexity and ambiguity.
• Strong analytical, planning, and organizational skills.
• Demonstrate ability to communicate effectively and professionally.
• Ability to work independently, Excellent judgment.
• Proactive and strategic mindset.
• Attention to detail and understanding of quality review processes.
• Experience with business process design/continuous improvement.
• Certified Compensation Professional (CCP), preferred.
• Proficiency with Microsoft Office tools, especially Excel, HRIS software and related reporting tools (Workday, Power BI and ADP preferred).
Working Environment: Standard work environment
Posted pay ranges apply to US-based candidates. Ranges are based on various factors including the labor market, job type, internal equity, and budget. Exact offers are calibrated by work location, individual candidate experience and skills relative to the defined job requirements.
Commitment to Diversity and Inclusivity:
IRC is committed to building a diverse organization and a climate of inclusivity. We strongly encourage applications from candidates who can demonstrate that they can contribute to this goal.
IRC is committed to narrowing the gender gap in leadership positions. We offer benefits that provide an enabling environment for women to participate in our workforce including parental leave, gender-sensitive security protocols and other supportive benefits and allowances.
The IRC and IRC staff must adhere to the values and principles outlined in IRC Way – Global Standards for Professional Conduct. These are Integrity, Service, Equality and Accountability. In accordance with these values, the IRC operates and enforces policies on Beneficiary Protection from Exploitation and Abuse, Child Safeguarding, Anti-Workplace Harassment, Fiscal Integrity, and Anti-Retaliation.
Equal Opportunity Employer:
We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, sex, gender, gender expression, sexual orientation, age, marital status, veteran status, or disability status. We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation.
We offer a comprehensive and highly competitive set of benefits. In the US, these include: 10 sick days, 10 US holidays, 20-25 paid time off days (depending on role and tenure), medical insurance starting at $145 per month, dental starting at $7 per month, and vision starting at $5 per month, FSA for healthcare, childcare, and commuter costs, a 403b retirement savings plans with up to 4.5% immediately vested matching contribution, plus a 3-7% base IRC contribution (3 year vesting), disability & life insurance, and an Employee Assistance Program which is available to our staff and their families to support counseling and care in times of crisis and mental health struggles.