What You'll Do
As our Senior Director, Global Compensation, you will both guide, design, and implement a global compensation framework to ensure we are aligned with both our talent acquisition and employee engagement philosophy in this competitive market. In close partnership with the People Partners and Talent Acquisition teams, you will be the subject matter expert working with partners and clients to advise on important compensation matters. You will play an instrumental role in compensation programs and strategies, performance management, market analysis, job architecture, benchmarking, annual compensation review cycles, training and M&A activity, to name a selected few. The Senior Director, Global Compensation will report to the VP, Total Rewards and can be remote in the United States.
- Establish strategic and great compensation package practices for our global salary structures, incentive targets and equity projects
- Lead the design and administration of compensation programs such as annual salary reviews, short-term incentives, equity refresh, and promotions
- Collaborate with partners on a variety of compensation matters
- Help evaluate positions (newly created, transfers, promotions) to determine appropriate job classification, title, and compensation decisions
- Monitor market shifts and provide guidance to the business to minimize workforce changes
- Review proposed compensation adjustments for conformance to established guidelines and practices and applicable state and federal laws and regulations
- Recommend corrective or alternative actions to resolve compensation-related issues
- Conduct cost modeling and influence analysis for proposed new programs or program changes
- Provide analytical insights and compensation guidance to business leaders and Talent and People partners
- Partner with HR Technology to confugure the compensation planning cycles and maintain our job architecture and compensation structures/guidelines in Workday
- Manage participation in compensation surveys and analyze compensation survey data results
- Ensure that program goals are communicated enterprise wide and understood through multiple learning and communication methods
- Lead a global team of compensation professionals
- Provide support during M&A activity
What You'll Need to be Successful
- Bachelor's degree in Finance, Economics or related disciplines required.
- Minimum of 10 years of experience in compensation program administration in publicly and privately held, global corporation with prior management experience
- Experience implementing/maintaining Workday HCM and Advanced Compensation
- Knowledge of current market trends and practices and a related network is necessary
- You are able to design and implement strategies for a globally dispersed workforce
- Summarize large amounts of data in an understandable format
- Outstanding customer service and ability to work with employees at all levels of the organization including senior leaders across all departments and the CEO
- Knowledge of Radford practices and surveys required
- Deal with sensitive materials, confidential information, and time-sensitive matters
- Working knowledge of Workday
- You have enthusiasmto gudie direct and indirect teams
Pay Range Details
The base pay range(s) below are provided in compliance with state specific laws. Pay ranges may be different in other locations.
Colorado $182,200-300,600 (annually)
Washington $182,200-$332,200 (annually)
California $182,200-$363,900 (annually)
NYC $220,500-363.900 (annually)
The pay range above is the general base pay range for you in the state listed. Your actual salary/wage may be based on several factors, such as geographic location, candidate experience and qualifications, market and business considerations. This role is eligible for an annual bonus based on company performance, depending on the terms of the applicable plan and your role.
About The Team
How We'll Take Care of You
Total Rewards
In addition to a great compensation package, paid time off, and paid parental leave, many Avalara employees are eligible for bonuses.
Health & Wellness
Benefits vary by location but generally include private medical, life, and disability insurance.
Inclusive culture and diversity
Avalara strongly supports diversity, equity, and inclusion, and is committed to integrating them into our business practices and our organizational culture. We also have a total of 8 employee-run resource groups, each with senior leadership and exec sponsorship.
Flexible hybrid working
We support hybrid work and flexible schedules for our employees.
Learn more about our benefits by region here: https://careers.avalara.com/
About Avalara
We’re Avalara. We’re defining the relationship between tax and tech.
We’ve already built an industry-leading cloud compliance platform, processing nearly 40 billion customer API calls and over 5 million tax returns a year.
Last year, we became a billion-dollar business
, and our tribe expanded by a cool thousand people - there’s nearly 5,000 of us now. Our growth is real, and we’re not slowing down - not until we’ve achieved our mission - to be part of every transaction in the world.
We’re bright, innovative and disruptive, like the orange we love to wear. It captures our quirky spirit and optimistic mindset. It shows off the culture we’ve designed, that empowers our people to win. Ownership and achievement go hand in hand here. We instill passion in our people through the trust we place in them.
We’ve been different from day one. Join us, and your career will be too.
EEO Statement
We’re an Equal Opportunity Employer. Supporting diversity and inclusion is a cornerstone of our company — we don’t want people to fit into our culture, but to enrich it. All qualified candidates will receive consideration for employment without regard to race, color, creed, religion, age, gender, national orientation, disability, sexual orientation, US Veteran status, or any other factor protected by law. If you require any reasonable adjustments during the recruitment process, please let us know.
