Vice President, Global Compensation
Share
Job Location:
Monthly Salary:
Posted on:
Vacancies:
Job Summary
Job Description
Location:
London GBThe Vice President Global Compensation is the senior-most leader responsible for designing governing and executing Condé Nasts global compensation strategy. Reporting directly to the Chief People Officer this role oversees broad-based compensation executive compensation incentive design and global job architecture for a multi-brand multi-country organization.
This leader will oversee modern scalable frameworks that promote internal equity transparency agility and market competitivenesswhile ensuring compliance with global regulatory requirements and supporting Condé Nasts evolving business needs.
The VP will serve as a strategic advisor to the CPO CFO Executive Leadership Team and (where applicable) the Board / Compensation Committee on all matters related to compensation. They will combine strategic vision with strong operational execution and influence across a complex creative global organization.
Key Responsibilities
Compensation Strategy & Governance
Lead the global compensation strategy aligned with business priorities financial plans and talent needs.
Establish and maintain a global compensation governance framework (policies decision rights approval workflows audits).
Ensure compliance with local and regional regulatory requirements including UK/EU pay transparency US state laws and global reporting standards.
Develop market-competitive pay structures and benchmarking standards across functions brands and regions.
Global Job Architecture & Organizational Design
Maintain and implement a global job architecture framework including job families leveling titling and career pathways.
Ensure frameworks support organizational agility talent mobility pay equity and strategic workforce planning.
Partner with People Business Partners Finance and business leaders to embed the framework consistently across geographies.
Executive Compensation
Support the CPO CFO and ELT on executive compensation philosophy design competitiveness and governance.
Partner with Legal Finance and (where applicable) Board/Compensation Committee on executive pay planning disclosures and regulatory compliance.
Oversee equity compensation and long-term incentive plan architecture.
Compensation Operations & Technology
Lead global compensation cycles (merit bonus equity) driving process efficiency automation and system scalability.
Partner with Technology Teams on Workday compensation configurations market benchmarking tools and analytics dashboards.
Drive adoption of compensation analytics market intelligence and predictive workforce modeling.
Business Leadership & Consulting
Serve as the Compensation subject-matter expert to senior executives and HR teams.
Work closely with cross-functional partners (Finance Legal Talent HR Ops) to ensure alignment and operational excellence.
Team Leadership & Development
Build lead and develop a high-performing global compensation team.
Foster a culture of analytical rigor customer service collaboration and continuous learning.
Ensure the team has the tools systems and skills needed to deliver at scale globally.
Change Leadership & Stakeholder Engagement
Communicate complex reward principles with clarity and influence at all levels of the organization.
Build trusted relationships with senior leaders across brands and markets.
Lead change management efforts connected to compensation incentive redesign and job architecture implementation.
Key Competencies
Business-Oriented Decision Making Aligns compensation strategy with business performance and financial direction.
Global Mindset Understands regional differences compliance and cultural nuances.
Analytical & Data Fluent Strong command of analytics modeling and HR technology.
Influential Leadership Able to navigate complexity guide senior stakeholders and drive consensus.
Courage & Integrity (Light Shiner) Speaks truth to power safeguards fairness and advocates for employee experience.
Operational Excellence Builds scalable processes ensures accuracy and leads with discipline.
Learning Agility Adapts to evolving market and business dynamics embraces innovation.
Qualifications
10 years of progressive compensation leadership experience including regional scope and executive compensation.
Experience designing and implementing global job architectures.
Strong expertise in UK EU and US compensation regulations.
Experience partnering with executive teams.
Proficiency with HRIS (Workday preferred) market survey tools and compensation analytics platforms.
Experience in matrixed creative or global media/technology organizations is an advantage.
What happens next
If you are interested in this opportunity please apply below and we will review your application as soon as possible. You can update your resume or upload a cover letter at any time by accessing your candidate profile.
Condé Nast is an equal opportunity employer. We evaluate qualified applicants without regard to race color religion sex sexual orientation gender identity national origin disability veteran status age familial status and other legally protected characteristics.
Required Experience:
Exec
Key Skills
- Change Management
- Financial Services
- Growing Experience
- Managed Care
- Management Experience
- Analysis Skills
- Senior Leadership
- Performance Management
- Process Management
- Leadership Experience
- negotiation
- Analytics
About Company
Als exklusivstes Medienunternehmen der Welt zählt Condé Nast weltweit bekannte Marken wie VOGUE, GLAMOUR, GQ und AD Architectural Digest zum Portfolio.
