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About the Role

Provides enterprise-level leadership for compensation strategy, governance, and execution, focusing on executive roles. Serves as a senior advisor to executive leadership, ensuring compensation programs align with business strategy, talent priorities, and market dynamics. Leads the design, governance, and evolution of global executive compensation programs, driving consistency and scalability. Sets strategic direction, mentors talent, and represents the Compensation COE in enterprise initiatives.

Responsibilities

Owns and governs enterprise executive compensation philosophy, frameworks, and decision guidelines.
Establishes governance models for base pay, incentive plans, and executive compensation decisions.
Partners with senior HR and Finance leaders to ensure compensation programs are financially sustainable, competitive, and compliant globally.
Leads, coaches, and develops compensation team members.
Provides functional leadership across matrixed teams and regional/divisional partners.
Provides counsel regarding the administration of executive reward programs.
Oversees development of base pay programs and incentive harmonization in a global environment.
Serves as a strategic partner to HR and Divisional leaders on compensation strategy and executive pay decisions.
Leads compensation support for senior leadership populations, including executive offers and retention strategies.
Leads the design, evaluation, and evolution of global base pay and incentive programs.
Interprets complex market data and internal analytics to inform executive decision-making.
Anticipates market and regulatory trends and evolves executive compensation programs.
Owns enterprise-level communication strategy for executive compensation programs.
Influences outcomes through data-driven storytelling and strong executive presence.
Identifies compensation roadblocks or areas of opportunity and recommends solutions.
Develops models, evaluates processes, and monitors trends using technical compensation knowledge.
Assesses strategies to ensure executive compensation programs and tools are used effectively.
Maintains rigor around the global career framework, evaluating salary grades or market rates for executive jobs.
Analyzes market data to make recommendations regarding compensation packages, policies, and programs.
Partners with key stakeholders to achieve compensation outcomes that attract and retain critical talent.

Requirements

Minimum: Bachelor’s Degree in Human Resource Management or related field OR, equivalent.
Minimum Experience: 12-15+ years of progressive compensation experience, including leadership of enterprise or global compensation programs, OR equivalent.
Demonstrated experience leading compensation teams or large-scale enterprise initiatives.
Proven ability to influence executive-level stakeholders and drive decisions in ambiguous environments.
Base pay and incentive compensation design & program management.
Market analysis & benchmarking.
Compensation program communications and implementation.
Administer and provide guidance for executive and non-executive compensation programs.
Knowledgeable around global compensation policies and programs.
Compensation design for technology organizations.
Strong technical and data analytics capability.
Change management and policy implementation.
Advanced compensation program comprehension, including technical knowledge of long-term incentive plans.
Consulting skills.
Communication skills; negotiation, presentation and education with most senior leaders.
Compensation process improvement.
Experience working in shared services organization.
Demonstrated ability to turn data and analytics into insights.
Solves complex problems using sophisticated analytical thought to exercise judgement and identify innovative solutions.
Microsoft Office Suite (Word, Excel, PowerPoint, Outlook).
Human Resource Management System (Workday experience preferred).
Demonstrates compensation consultative approach with a focus on strong analytical, creative thinking and interpretation skills.
Develops complex analytics needed to best ensure compensation programs are supporting overall goals and initiatives.
Leads compensation functional teams and projects.
Has knowledge of best practices and is aware of the competition and market differentiators.
Compensation professional certification desirable.
Strong knowledge of human resources regulations, policies and procedures.
Excellent mathematical and analytical skills.
Team oriented, cooperative, and flexible.
Works independently, with guidance in only the most complex situations.

Skills

Compensation strategy
Compensation governance
Compensation execution
Executive compensation
Base pay programs
Incentive plans
Market analysis
Benchmarking
Data analytics
Change management
Consulting
Communication
Negotiation
Presentation
Influencing outcomes
Problem-solving
Microsoft Office Suite
Workday (preferred)
Analytical thinking
Creative thinking
Interpretation skills
Teamwork
Flexibility

Location

5-10% travel

Work Type

Onsite (potential requirement)

Experience Level

Director
12-15+ years

Education Level

Bachelor's Degree

Salary/Compensations

$165,400.00 - $295,600.00 USD
Eligible for Bonus

Benefits

Medical, Dental, & Vision Plans
401(k)
FSA/HSA
Commuter Benefits
Tuition Assistance Plan
Vacation and Sick Time
Paid Parental Leave

About the Company

Wolters Kluwer offers a wide variety of competitive benefits and programs to help meet your needs and balance your work and personal life.

Equal Opportunity

To maintain a fair and genuine hiring process, we kindly ask that all candidates participate in interviews without the assistance of AI tools or external prompts.
Our interview process is designed to assess your individual skills, experiences, and communication style.
We value authenticity and want to ensure we’re getting to know you—not a digital assistant.
To help maintain this integrity, we ask to remove virtual backgrounds and include in-person interviews in our hiring process.
Please note that use of AI-generated responses or third-party support during interviews will be grounds for disqualification from the recruitment process.
Applicants may be required to appear onsite at a Wolters Kluwer office as part of the recruitment process.