Compensation Lead

The Compensation Lead is the operational lead for our global rewards data, market positioning, and incentive administration. This role serves as the technical "gatekeeper" for compensation data within Workday, ensuring all pay changes, bonus accruals, and sales plan executions are accurate, competitive, and strictly compliant with SOX controls.

Reporting directly to the Senior Manager, Compensation & Equity, you will partner with Finance, Payroll, and HRIS to maintain a high integrity rewards infrastructure. For 2026, you will play a central role in a global "Workday Transformation" project, redesigning our job architecture and LTIP system logic from the ground up.

2026 Key Project: Workday Rewards Transformation

• Job Profile Optimization: Lead the comprehensive "clean up" of the Workday Job Catalog. This includes auditing and re mapping job profiles, families, and levels to ensure global consistency and simplified reporting.
• LTIP System Overhaul: Partner with the Senior Manager,Compensation & Equity to rearchitect the Long-Term Incentive Plan (LTIP) configuration in Workday to improve automation and participant visibility.
• Process Engineering: Transition manual off system tracking into automated Workday Business Processes (BPs) to reduce manual error and increase SOX auditability.

Core Responsibilities

I. Market Intelligence & Sales Compensation

• Benchmarking: Lead the end-to-end participation in global salary surveys (e.g., Radford, Mercer). Map internal roles to external benchmarks.
• Sales Plan Administration: Manage the administrative lifecycle of Sales Incentive Plans (SIPs), ensuring quotas and commission structures are accurately tracked.
• Payout Validation: Partner with Sales Ops to audit and validate monthly/quarterly commission data before it hits payroll.

II. Financial Alignment & Bonus Accruals

• Accrual Management: Partner with Finance to provide monthly/quarterly headcount and compensation data for accurate bonus and commission accruals.
• Plan Forecasting: Build and maintain models to forecast annual bonus payouts based on company and individual performance triggers.

III. Workday Administration & SOX Governance

• Mass Data Loads (EIBs): Own the creation, testing, and execution of EIBs for all mass compensation changes, ensuring 100% data integrity.
• Integration Oversight: Monitor and audit Workday integrations tied to compensation data to ensure downstream systems (Payroll, Finance) receive accurate information.
• SOX Control Ownership: Execute and document internal controls related to compensation and system changes. Ensure an airtight audit trail for every transaction.
• Audit Readiness: Serve as a key point of contact for internal/external auditors regarding system configurations and integration logic.

Qualifications

• Experience: