Senior Manager, Global Compensation Programs

Excellent communication and storytelling skills with the ability to translate data into actionable insights.

Nice to have:

We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity and/or expression, status as a veteran, and basis of disability or any other federal, state or local protected class.

leads the design, implementation, and governance of Shift4’s global compensation programs to ensure alignment with the company’s pay philosophy, business strategy, and global growth objectives. This role partners closely with HR, Finance, and business leaders to develop competitive, equitable, and scalable pay structures and incentive programs that attract, retain, and motivate top talent. The Senior Compensation Program Director drives compensation planning cycles, leads benchmarking and market analysis, and manages strategic compensation initiatives, ensuring consistency, compliance, and best-in-class practices across all regions.

Partner with the Total Rewards and Finance teams to forecast compensation spend and assess cost implications of compensation programs.

Advanced analytical skills and proficiency with Excel; experience with compensation tools such as Radford, Mercer, or Workday Advanced Compensation preferred.

Strong project management and organizational skills with the ability to manage multiple programs simultaneously.

Demonstrated ability to influence and partner effectively with HR, Finance, and business leaders across geographies.

Oversee the annual compensation planning process (merit, bonus, and equity cycles) in partnership with HR Operations and Finance, ensuring accuracy, consistency, and adherence to budget.

Develop and maintain global salary structures and pay bands across functions, geographies, and job levels to ensure internal equity and external competitiveness.

Conduct and oversee market analysis using global compensation surveys (e.g., Radford, Mercer, Aon) to ensure alignment with targeted market positioning.

Partner with HR Business Partners and Talent Acquisition to provide strategic guidance on offers, promotions, and retention initiatives.

Lead compensation-related projects such as job architecture alignment, system implementations (Workday Advanced Compensation), and acquisition integrations.