Director, Global Compensation
HonoluluAll locationsHonoluluUnited States On-site
$137,300–$208,660 a yearJobFig found this opening at its original source and checks that it remains available.
About the role
Servco is seeking an experienced and strategic Director, Global Compensation to build and lead our enterprise compensation function during a transformative period of growth and organizational evolution. As Servco's first enterprise compensation leader, you will establish the compensation philosophy, governance frameworks, job architecture, and compensation standards that support a diverse, multi-entity global organization. You will play a critical role in shaping executive compensation programs, driving workforce transformation initiatives, and creating scalable compensation practices that enable business growth while ensuring market competitiveness, internal equity, and sound governance. This is a unique opportunity for a compensation leader who enjoys building from the ground up, influencing at the highest levels of an organization, and partnering across business units to create a modern, data-driven compensation strategy. If you are energized by solving complex compensation challenges, leading through influence, and delivering meaningful business impact, we invite you to join us in defining the future of rewards at Servco.
What you'll bring
- Business Partnership
- 10+ years of progressive compensation experience, with at least 3 years in a senior or lead role owning total rewards design.
- Direct, hands-on experience with executive compensation to include design, governance, and Compensation Committee interaction and serving as the primary compensation expert in those conversations.
- Experience operating as a compensation center of excellence: establishing standards and frameworks that HR business partners and BU teams execute against.
- Experience building or significantly redesigning compensation infrastructure in complex, multi-entity or multi-geography organizations.
- Experience managing and developing a compensation team.
- Deep technical compensation expertise: market pricing, job architecture, salary structure design, incentive plan design, and executive pay.
- Strong analytical and financial modeling capability
- able to build business cases, model compensation scenarios, and track program effectiveness.
- Able to translate complex compensation concepts into clear, actionable guidance for HR partners and senior business leaders.
- Skilled at leading through influence: drives consistency and standards through BU HR teams without direct authority.
- Strong executive presence and communication