• Program manage the mid-year and annual compensation cycles end-to-end, including planning, execution, stakeholder communication, and post-cycle analysis. • Partner closely with HR Business Partners, Talent Acquisition, Finance, and functional leaders to provide compensation guidance and insights, primarily for G&A functions. • Build upon and refine our existing compensation philosophy, job architecture, and salary structures to support growth, retention, and IPO readiness. • Manage compensation programs across 100+ countries, navigating complexity while designing solutions that scale globally with local execution. • Participate in global compensation surveys and manage market data inputs to evaluate industry trends and inform compensation decisions. • Evaluate new and existing roles for appropriate job level, career alignment, and salary ranges; create new ranges as needed. • Provide data-driven recommendations for compensation adjustments based on market data, internal equity, pay gap analysis, and role evolution. • Maintain and continuously improve global salary structures, ensuring alignment with business objectives and market movement. • Own compensation data integrity, including job architecture, leveling, and range governance. • Review and approve new-hire offers and provide guidance on internal mobility and role changes. • Prepare and validate compensation analyses and materials for leadership presentations, offering clear insights and recommendations. • Support compliance with global and local compensation-related regulations, including FLSA, Equal Pay requirements, and other governance standards. • Support audits, regulatory reviews, and compensation-related documentation. • Contribute to the design and implementation of new compensation programs, tools, and frameworks. • Identify opportunities for process improvements, automation, and scalable ways of working in a fast-paced environment. • Stay current on emerging compensation trends, best practices, and technologies in a global context.