Vice President, Compensation Strategy, Design, Architecture

This is a fully remote position, open to applicants in United States.

📋 Description

• Take charge of the design and ongoing development of Circana’s global job architecture, encompassing job families, career streams, level definitions, job evaluation methodologies, and leveling criteria.

• Create and uphold an enterprise framework for organizing, assessing, and leveling work across various functions, geographies, and business units.

• Devise scalable architecture frameworks that support workforce planning, organizational design, talent mobility, career progression, and compensation decision-making.

• Formulate architecture standards and principles to ensure enterprise consistency and scalability.

• Ensure alignment of job architecture, career frameworks, evaluation methodologies, and compensation structures.

• Collaborate with Compensation Administration to operationalize and maintain architecture frameworks.

• Design and refine Circana’s global salary structure framework.

• Create market-informed salary structures and range methodologies utilizing benchmark data, market practices, and workforce considerations.

• Develop geographic pay frameworks and approaches for market differentiation.

• Oversee financial modeling and impact assessments for compensation structures in conjunction with Finance, Legal, Compensation Strategy, and other stakeholders.

• Establish principles, methodologies, and governance standards for compensation design.

• Spearhead architecture, job evaluation, and workforce design initiatives in collaboration with external advisors and subject matter experts.

• Manage and uphold Circana’s enterprise job evaluation methodology and evaluation standards.

• Govern and oversee the global job architecture, including reviews, decision rights, approval processes, and changes to job/job families.

• Conduct architecture reviews for reorganizations, acquisitions, new business models, emerging skills, and workforce changes.

• Monitor the health, consistency, and adoption of architecture across different functions and geographies.

• Lead change management efforts, stakeholder engagement, and organizational readiness for transformation initiatives.

• Align job architecture with career development, workforce planning, organizational design, and talent management strategies.

• Set standards that support talent mobility, career growth, succession planning, and workforce planning.

• Provide strategic advice and thought leadership to business leaders and HR stakeholders.

• Oversee global salary structures, range design, market positioning, geographic pay strategies, and compensation principles.

• Assess compensation frameworks based on market conditions, business strategy, workforce needs, regulatory changes, and organizational shifts.

⛳️ Requirements

• A minimum of 12 years of progressive experience in compensation.

• Significant experience in job architecture, job evaluation, leveling frameworks, compensation design, and workforce architecture strategy within complex global organizations.

• Proven record of designing, implementing, and governing enterprise-wide job architecture frameworks across multiple functions, business units, countries, and regions.

• In-depth knowledge of job evaluation methodologies and leading grading frameworks.

• Direct experience with methodologies from Willis Towers Watson, Korn Ferry, Mercer, Aon, or similar.

• Strong preference for candidates with experience in implementing, administering, or operating within Willis Towers Watson Global Grading frameworks.

• Preference for background in compensation consulting, workforce architecture consulting, or similar advisory environments.

• Expertise in compensation design, including salary structure development, market pricing methodologies, geographic pay strategies, compensation governance, and broad-based compensation program design.

• Experience in leading large-scale job architecture, workforce design, job leveling, or compensation transformation initiatives from strategy and design to implementation, organizational adoption, and long-term governance.

• Proven experience in managing organizational change and global rollouts, including stakeholder alignment, communication, and adoption strategies.

• Ability to translate external methodologies, market practices, and business requirements into practical enterprise frameworks.

• Capability to develop and apply governance frameworks, decision-making standards, and operating models.

• Strong financial and analytical skills, including workforce modeling, scenario analysis, and compensation cost modeling.

• Experience collaborating with Finance, Legal, Employee Relations, Talent Management, HR Business Partners, and business leaders.

• Understanding of global regulatory considerations and pay transparency requirements, including EU pay transparency initiatives, works council environments, and country-specific employment practices.

• Exceptional judgment, influence, consultative leadership, and stakeholder management abilities.

• Capacity to function as a hands-on individual contributor while leading complex enterprise initiatives.

• Comfort working across time zones and partnering with stakeholders in various regions.

• Successful completion of a background check may be necessary.

🏝️ Benefits

• Eligibility for an annual bonus.

• Paid time off.

• Medical insurance coverage.

• Dental insurance coverage.

• Vision insurance coverage.

• 401(k) retirement plan.

• A flexible and accommodating work environment.

• AI-assisted screening disclosure.

• Background checks conducted in accordance with local legislation.

• Internal candidates are encouraged to apply via the Intranet site.