• Develop and maintain global compensation philosophy, policies, and frameworks aligned with business strategy. • Manage global salary structures, pay bands, job leveling, and market competitive analysis. • Lead the bi-annual compensation cycle (merit, bonus, equity) across all regions, ensuring accuracy, consistency, and timely execution. • Oversee global benchmarking efforts and evaluate competitive positioning using industry salary surveys. • Conduct proactive pay equity reviews and support remediation plans. • Design, implement, and manage global commission and sales incentive programs for Sales, Customer Success, and other revenue-linked roles. • Partner with Sales Leadership, Sales Operations, and Finance to ensure commission plans align with business goals and revenue strategy. • Develop and maintain plan documentation, eligibility rules, quota structures, accelerators, caps, territory adjustments, and governance processes. • Model cost impacts and forecast commission program expenses. • Ensure commission calculations are accurate, timely, and compliant with global and regional regulations. • Support implementation and optimization of commission systems/tools (e.g., Xactly, CaptivateIQ, Varicent). • Provide training to managers and employees on understanding their commission plans. • Design and manage short-term incentive plans (e.g., bi-annual bonus programs) and variable pay programs across countries. • Support global long-term incentive (LTI) programs, including equity administration in partnership with legal/finance. • Provide guidance to business leaders on incentive plan design, metrics, eligibility, and governance. • Ensure compensation practices comply with global, regional, and local labor laws (e.g., pay transparency requirements, wage regulations). • Maintain global governance standards and consistency across regions while adapting to local market requirements. • Partner with regional HR teams to align compensation practices with global strategy. • Own or support compensation systems within HRIS platforms (Gusto, Remote, Paylocity, etc.). • Build compensation dashboards, analytics, and reporting to drive data-driven decisions. • Use modeling and forecasting tools to assess program costs, budget impacts, and scenario planning. • Advise TA Managers and leaders on compensation decisions, internal equity, and offer recommendations. • Provide training and communication on compensation programs to HR/TA and people managers • Research and validate overhead costs by country