Director, Global Compensation

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Director, Global Compensation


The Global Compensation Director is responsible for ensuring that World Vision’s compensation programs are aligned with the organization’s objectives and attract, reward and retain employees across the Partnership. The leader will drive a global compensation strategy that is balanced with other rewards of working at World Vision and provides focus on internal equity, external competitiveness, financial stewardship and legal requirements.

This leader is responsible for developing, implementing, administering, and maintaining compensation programs, policies, and procedures across the World Vision International (Global Centre) employee population and International Assignees (IAs). As part of this direct management, this person will also oversee and provide the preparation of compensation data for senior leadership analyses directly and working with an outside consultant.

This leader also plays a critical role in collaborating with decentralized Regional and National offices to ensure that they offer competitive and fair compensation that meets the World Vision global policies. The role provides leadership and advisory expertise to help educate and enable Field Offices in obtaining, analysing and managing market best practices and survey data to set up and manage their local compensation plans.


Lead team to be Trusted Advisors and Subject Matter Experts (25%):

  • Provide hands-on leadership and expertise to develop global compensation function with direct reports and decentralized indirect P&C colleagues (business partners (BPs), talent acquisition (TA), payroll, and other Field Office (FO) employees) across the Partnership to deliver global compensation policies that attract, engage and retain great talent.
  • Provide expertise and guidance for team and indirect P&C colleagues to solve escalated and the most difficult compensation-related challenges.
  • Lead and collaborate with Global Centre and Regional P&C on global and local responses to regulatory authorities.
  • Partner closely with Mobility leader to ensure competitive and affordable total compensation packages including full reviews of allowances, tax advantages, etc.
  • Lead team to set up Community of Practice to provide content and regular cadence of keeping decentralized P&C compensation/rewards partners connected for learning, sharing ideas and best practices.
  • Design and deliver training to develop compensation capabilities across the Partnership especially focused on compensation/rewards partners.
  • Provide regular feedback and inspiration to team members following the Partnering for Performance program.

End Results:

  • The team will be recognized and called upon as Trusted Advisors to assist with challenging compensation issues.
  • A network of contacts across the Partnership who can provide local data and information for global analysis and back each other up with support when necessary.
  • Increased credibility and trust in P&C as value adding partners across the Partnership.
  • P&C across the Partnership becomes more aware of the importance of consistent processes for job evaluation, survey participation, developing structures, etc. which leads to more efficient and compliant programs and reduced risk to the Partnership.
  • Increased transparency of compensation methods which leads to better communication with managers and employees.
  • Standardized methods and content to educate leadership, individual executives, managers and other areas of P&C of the competitiveness and compliance of our compensation programs.
  • Strong collaboration and camaraderie across the Total Rewards & Mobility team as well as extended P&C partners.
  • Mobility expert expands compensation knowledge.

Provide competitive and compliant pay programs that attract, engage and retain great talent (25%):

  • Update and maintain global compensation philosophy, policies and procedures with others across P&C, Legal, Finance, Tax, etc.
  • Develop, benchmark and maintain Global Centre and International Assignee (IA) salary structures at competitive levels. Build Field Office structures as needed and when resources are available.
  • Review, update and maintain methods and policies to support the use of consistent practices for documenting job descriptions and conducting job evaluations across the global Partnership.
  • Develop methods for collecting, reviewing and maintaining proposed regulatory requirements and legislation related to compensation.
  • Develop central methods of maintaining and monitoring internal data for team results as well as across the Partnership, e.g., adherence to policies, salary structures, pay equity analysis, external competitiveness, compliance, etc.
  • Participation in and response to internal audits.

End Results:

  • Increased compliance and reduced risk through collaboration and updated regulatory data, policies and procedures as well as partnership with global audit function.
  • Consistent and equitable offers with reduction of risk related to new hire compression.
  • Improved ability to attract, engage and retain great talent with competitive pay.
  • Improved ability to identify potential regulatory and other issues before they become a problem.
  • Clear understanding of measures that matter across the compensation function to demonstrate contributions of the team and ability to provide competitive pay.

Design Systems and processes that support delivery of best practices and competitive compensation (25%):

  • Lead compensation workstream for implementation of Workday solution across decentralized global Partnership.
  • Collaborate across global P&C to develop a global job architecture with consistent global levelling, internal titles and survey matching.
  • Develop and implement consolidated global survey participation strategy, standards and tools to gain efficiencies and economies of scale in pricing, participation and consistent methods of using survey data.
  • Lead process of replacing current global job evaluation system planned for sunset in 2022.
  • Lead annual merit process across GC population and develop ways to support and monitor merit processes across the Partnership.

End Results:

  • More efficient P&C and manager experience related to compensation processes and approvals, including determining career level for new and existing jobs, promotion and new hire offers, merit review process, etc.
  • Increased accuracy of compensation data and reports necessary for decision making.
  • Greater collaboration across the Partnership through global processes and access to decentralized data.
  • Potential cost savings in salary surveys as well as efficiencies when used consistently.
  • Replacement of global job evaluation system with buy-in across key groups of P&C and leaders.

Executive compensation managed effectively to retain great leaders (25%):

  • Perform management reporting and analysis related to senior management pay.
  • Conduct competitive benchmarking analysis for executive population including individual pricing as needed.
  • Create and update database and reports of all employees in Director level and above to proactively spot issues and propose solutions.
  • Liaise with external consultant and Support Offices to compile reports required for the board of directors and/or external entities.
  • Partner with Mobility Leader and work with TA, BPs and local P&C to advise on senior leadership remuneration as well as offers and contract renewals when necessary.
  • Develop leader education materials to better understand their compensation and allowances packages, especially for International Assignees, as well as the broad-based compensation practices.

End Results:

  • Leadership roles of all types (ExL, PL, RL, SDO, ND, etc.) receive fair and equitable compensation packages that are compliant with regulatory executive compensation and tax requirements.
  • Leaders understand the different pay structures within World Vision (HISS, L-IM, Local) as well as differentials and allowances (G&S, transport, shelter) and how they are determined, creating trust in our total rewards program.
  • Confirmed salary and remuneration that are within the expectations of our internal accountability reporting and external Intermediate Sanctions reporting for Safe Harbour.
  • Talent Acquisition is able to attract key leaders with competitive packages and confidence that these effectively represent the relevant talent markets and are internally equitable.

Additional responsibilities as assigned by manager (limited).


  • 10 years’ experience serving as a compensation professional including considerable experience in a large, international organization that stretches across multiple continents.
  • 5+ years leading compensation team.
  • 2-3+ years of experience focused on executive and/or leadership compensation.
  • A strong client focus with outstanding judgment, critical thinking, along with strong verbal and written skills.
  • Must be detail-oriented with demonstrated project management capabilities and excellent prioritization skills. Require a well-organized and self-directed individual who is results focused and a team player.
  • A strong knowledge of Excel, and report writing software along with depth in data analysis.
  • Must have experience implementing a global compensation solution, preferably Workday.
  • Must have hands-on deep experience in job evaluations and market pricing.
  • Must have experience designing and managing executive and International Assignee remuneration packages.
  • Must have a reputation for being a good mentor and partner across field teams sharing best practices and helping to develop analytical and compensation skills of peers and colleagues.
  • A Bachelor’s degree in Human Resources, Business Administration, or another related field.
  • Global Remuneration Professional (GRP) or Certified Compensation Professional (CCP).
  • English required.

Preferred Skills, Knowledge and Experience:

  • MBA or other advanced degree related to international non-profit studies.
  • PHR, SPHR, SHRM-CP, or SHRM-SCP or other HR certifications.
  • Workday core and advanced compensation courses.
  • Korn Ferry/Hay Job Evaluation methods or other global job evaluation systems.
  • Implementation of a global job architecture.
  • Ability to work in an office environment.

Work Environment / Travel:

  • Ability to travel up to 10% internationally.

To apply

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