Responsibilities
- Manage and maintain the global compensation framework, including job architecture, grade profiles, and salary bands across 19 countries, ensuring accuracy and competitiveness as the workforce expands.
- Lead the annual compensation cycle from start to finish, including merit and bonus plan design, manager self-service in Workday Advanced Compensation, approval workflows, and compensation statements.
- Oversee the annual compensation benchmarking process, managing market data providers, analyzing results against the existing framework, and recommending targeted band adjustments to the Chief People Officer.
- Monitor pay equity by conducting the annual review against the framework, presenting findings to the Chief People Officer, and tracking remediation across all regions.
- Advise HR Business Partners on compensation for offers, promotions, and retention decisions as the senior compensation authority within the People and Talent function.
- Design compensation models for cross-border relocations to support the company's geographic growth strategy.
- Support equity plan administration in collaboration with Finance and Legal, including grant communication, vesting schedules, and ownership transition impacts.
- Partner with Finance on headcount cost modeling, compensation scenario planning, and providing people data inputs for financial planning.
- Lead and develop the HRIS team, setting direction and building capabilities to serve as a trusted partner across HR, Finance, and IT.
- Act as the senior authority on Workday within HR, owning people requirements for the ongoing Workday implementation, making binding design decisions on compensation module configuration, and signing off on deliverables before go-live.
- Collaborate with the Business Transformation Workday team, bringing HR and compensation expertise while they handle technical project delivery to ensure successful implementation.
- Own Workday data governance, including org hierarchy accuracy, position management discipline, compensation data quality, and standards that give Finance and payroll confidence in the system.
- Manage the ongoing Workday roadmap for HR, including release management, future module expansions, and integration health with payroll, Finance, and IT systems.
- Build the people analytics foundation by defining core metrics, producing the Chief People Officer and leadership dashboard, and establishing data infrastructure for future analytics investment.
- Lead the People and Talent AI adoption roadmap, identifying the highest-leverage opportunities for a lean HR team and sequencing delivery by impact and effort.
- Drive the first wave of HR automation, including onboarding workflows from Workday hire events, AI-assisted policy Q&A, job description generation tied to the job architecture, and compensation cycle automation.
- Evaluate and implement AI vendor tools that augment Workday and the broader HR function, such as conversational assistants, analytics layers, and document intelligence.
- Build a clear ROI measurement framework for every automation deployed, documenting time saved, error reduction, and HR capacity freed for leadership and board review.
- Partner with IT, Legal, and Business Transformation on AI governance, GDPR compliance, and data residency across all operating countries.
