Director - Global Compensation & Benefits

At Diversified, we don't just follow tech trends - we set them by leveraging the best in technology and ongoing advisory services to transform businesses. Our comprehensive suite of solutions is engineered to help our clients build connections that make a difference – whether by inspiring viewers, engaging associates, motivating audiences, or streamlining and safeguarding operations.

Our dedicated teams craft solutions experienced by millions every day including:

• Delivering the fan experience at one of 100+ sports facilities for the NFL, MLB, NBA, NHL, MLS, NCAA
• Building the first fly pack broadcast system transportable by air - bringing the 2022 World Cup and Super Bowl into homes across the world
• Engineering the first high-density pixel canvas to display HD content at that scale for the Vornado, Marriott Marquis LED Display in Times Square, NY
• Empowering and monitoring communication and collaboration solutions within multi-national companies around the globe
  
  

Founded in 1993, we’re a global organization serving local needs with associates worldwide. Learn more at onediversified.com and follow us on LinkedIn and Twitter .

What part will you play?

As the Global Compensation Director, you will be responsible for the hands-on development, implementation, and management of the company’s global compensation and rewards strategy. You will ensure that our compensation programs align with business goals, attract and retain top talent, and remain competitive across multiple geographies. This role will lead the development of comprehensive compensation frameworks, incentive programs, and compliance with local compensation regulations. This position reports to the Chief Human Resources Officer and will make collaborative, data-driven decisions to enhance the organization's total rewards offerings.

What will you be doing?

• Compensation Strategy: Develop and execute a global compensation strategy that aligns with company goals, competitive market trends, and industry best practices.
• Program Design: Design, implement, and maintain base pay, short- and long-term incentive programs, sales commissions, and other reward programs for global teams, ensuring internal equity and external competitiveness.
• Executive Compensation: Develop and oversee the executive compensation strategy, including base pay, bonuses, and equity-based compensation. Ensure the alignment of executive compensation with company performance, shareholder interests, and industry standards.
• Global Market Analysis: Conduct market benchmarking and compensation analysis in each region, ensuring competitive positioning and alignment with regional and local market trends.
• Incentive Programs: Lead the design and execution of incentive plans, including annual bonus programs, performance-based rewards, and sales compensation schemes.
• Compliance and Governance: Ensure compensation programs comply with legal and regulatory requirements in all countries where the company operates (e.g., pay equity laws, minimum wage, taxation, etc.). Establish and maintain procedures for compensation and rewards processes, including guidelines for promotions, job evaluation, pay adjustments, and incentive plan eligibility.
• Job Architecture and Evaluation: Partner with HR leadership on job architecture and job leveling initiatives, ensuring alignment across global roles and consistent pay structures.
• Data Analytics and Reporting: Provide data-driven insights to the leadership team, leveraging compensation data to inform business decisions and support workforce planning.
• Budget Management: Collaborate with finance and HR teams to ensure the compensation budget for in-year pay changes and the merit review cycle is strategically allocated and supports business objectives.
• Stakeholder Collaboration: Work closely with HR, Talent Acquisition, Finance, and other key stakeholders to ensure compensation initiatives align with talent management and financial goals.
• Communication: Develop communications related to compensation and merit programs to ensure transparency and understanding of reward systems.
  
  

What do we require from you?

• Experience: Minimum 10+ years of experience in compensation management, minimum 5 years' experience in global compensation, with a strong track record of managing compensation projects.
• Education: Bachelor’s degree in Human Resources, Business Administration, Finance, or a related field. A Master’s degree or certifications such as CCP (Certified Compensation Professional) or GRP (Global Remuneration Professional) are a plus.
• Hands-On Approach: A demonstrated ability to take a hands-on role in the development and execution of compensation initiatives, including direct involvement in project management.
• Global Expertise: Proven experience developing and managing compensation programs across multiple geographies, including North America, South America, EMEA, and APAC regions.
• M&A Integration Experience: Desired experience with M&A, particularly in integrating compensation structures and reward programs for newly acquired entities.
• Executive Compensation Experience: Proven experience designing and managing executive compensation, long-term incentive plans, and equity-based rewards.
• HRIS Management: Experience managing compensation-related processes within HRIS platforms. including merit processing and bonus administration.
• Leadership: Demonstrated ability to lead, influence, and collaborate with cross-functional teams across diverse geographies.
• Analytical Skills: Strong quantitative and analytical skills, with the ability to use data to influence decision-making and strategy.
• Knowledge: Deep understanding of compensation trends, market analysis, job architecture, regulatory compliance, and compensation technology platforms.
• Communication: Excellent verbal and written communication skills, with the ability to explain complex compensation concepts clearly to diverse audiences.
• Cultural Sensitivity: Ability to work effectively in a global environment, understanding and respecting cultural differences.
• Change Management: Experience driving compensation transformation projects and communicating changes to senior leadership and employees. Commitment to innovation and continuous improvement.
• Strategic Thinking: Ability to connect compensation strategies and incentive program initiatives with business strategies and objectives.
• Motivational: Highly motivated, energizing attitude that inspires others to seek higher levels of performance.
• Some travel is required.
  
  

To learn more about becoming part of the Diversified team, visit us at http://diversifiedus.com/about/careers/ or email us at careers@onediversified.com .

Diversified is an equal employment opportunity employer and all aspects of employment will be based on job requirements, individual qualifications, merit, performance and business needs. We provide equal employment opportunities to all employees and applicants without regard to race, color, religion, national origin, gender, sexual orientation, gender identity, veteran status, age, disability or genetic information, or any other applicable characteristic protected under federal, state or local law. We celebrate diversity and encourage people of all backgrounds to apply for available positions. Individuals needing assistance or an accommodation to complete an application due to a disability, may contact Human Resources at careers@onediversified.com .

Our compensation ranges reflect the cost of labor across several US geographic markets. The pay details below range from our lowest geographic market up to our highest geographic market. Pay is based on several factors including market location and may vary depending on job-related knowledge, skills and experience depending on the position offered, and other forms of compensation may be provided as part of a total compensation package, in addition to a full range of medical, financial, and/or other benefits.

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