• Lead the end-to-end harmonization of compensation pay structures, leveling frameworks, and incentive programs across legacy HealthEdge and HealthProof entities. • Assess current-state compensation programs across regions and design a future-state global framework. • Identify gaps, redundancies, and inconsistencies between organizations and implement aligned solutions. • Drive change management and communication strategies to support global alignment and adoption. • Partner with Finance and executive leadership to align compensation structures with long-term cost models and growth strategy. • Maintain and operationalize our defined global compensation philosophy, ensuring consistent alignment with business objectives and integration priorities. • Establish governance models to ensure consistent decision-making across regions. • Oversee global base pay, variable pay and equity program administration. • Partner with Finance team on sales compensation plan administration and support. • Ensure equitable and compliant practices across the US, India, Mexico, and the Philippines. • Lead integration of job architecture across both legacy organizations to create a standardized global leveling framework using Aon Radford architecture. • Align job families and market pricing methodologies. • Partner with HRBPs and Talent Acquisition to ensure consistent leveling, pricing, and mobility across geographies. • Serve as the compensation functional lead for Workday implementation and migration. • Ensure harmonized compensation structures are translated accurately into system design. • Drive automation of merit cycles, promotions, incentive plans, and reporting capabilities. • Support VP, Total Rewards with Board and leadership reporting, including executive compensation benchmarking, scenario modeling, and decision support analytics. • Prepare compensation materials and presentations for leadership review, ensuring data accuracy and alignment with company compensation philosophy. • Lead unified global merit and bonus cycles post-integration. • Develop consolidated budget models across geographies. • Ensure consistent communication and enablement for People Partners and leaders globally. • Act as a strategic advisor to senior leaders on compensation decisions during integration and organizational redesign. • Support M&A activity, workforce restructuring, and new market expansion initiatives as needed. • Provide financial modeling to inform leadership decisions. • Ensure compliance with global regulatory frameworks including Equal Pay, FLSA, ERISA, SOX, and applicable international labor laws. • Monitor evolving pay transparency regulations across global markets. • Maintain audit-ready governance and documentation. • Lead and scale a high-performing global compensation team based out of US and India.