VI
Enterprise Client Director at Vidsy selling solutions to transform video advertising for enterprise brands. Collaborating with internal teams to optimize creative production processes.
About the role
- In partnership with the SVP, Total Rewards lead the design and execution of a global compensation strategy that reinforces a strong pay-for-performance culture.
- Aim to build out compensation programs that reward measurable impact, drive accountability, and support business growth and innovation.
- Provide strategic guidance on linking variable pay (bonuses, incentives, equity) to individual and business performance.
- Oversee the design and management of sales commission plans and variable incentive programs, ensuring they are competitive, results-oriented, and aligned with business goals.
- Own global compensation planning processes, including annual salary increase reviews, bonus programs, and equity — ensuring performance data informs pay decisions.
- Build and maintain salary structures, short- and long-term incentive plans, and internal job frameworks that support scalable and consistent pay practices within business units and across the company.
- Conduct compensation benchmarking and market analyses to ensure compensation offerings remain competitive, fair, and aligned.
- Leverage data to drive compensation decisions that support strategic talent segments, critical roles, and high-performing teams.
- Champion the adoption of AI-powered tools and advanced analytics to enhance compensation benchmarking, internal equity analysis, and market competitiveness—helping us make smarter, faster, and more inclusive compensation decisions.
- Establish and enforce global governance policies to ensure consistency, transparency, and compliance with legal requirements (e.g., pay equity laws, FLSA, local labor laws).
- Collaborate with Legal, HR, and other teams to ensure compensation practices are inclusive and equitable.
- Act as a trusted advisor to HRBPs, Talent Acquisition, and senior leaders on compensation-related matters, including performance cycles, promotions, and offer structuring.
- Provide compensation training and tools to HR partners and people managers to ensure consistent application of pay-for-performance principles.
- Support leadership with education and tools to make informed, equitable, and performance-based pay decisions.
Requirements
- Bachelor's degree required; advanced degree or CCP (Certified Compensation Professional) preferred
- 10+ years of progressive compensation experience, including 5+ years leading global programs and implementing pay-for-performance strategies.
- Proficient in compensation platforms and tools (e.g., Workday, Mercer, Excel/Google Sheets modeling).
- Excellent stakeholder management and communication skills; ability to translate complex pay / incentive concepts to non‑HR audiences.
- Expertise in compensation design, pay-for-performance modeling, incentive programs, and job architecture.
- Strong financial acumen with the ability to build data-driven business cases and performance-linked compensation structures.
- Exceptional analytical, project management, and communication skills.
- Strategic thinker and collaborative partner who can influence across levels and functions.
Benefits
- Health insurance
- 401(k)
- Paid time off
- Remote work options
Job title
Job type
Experience level
Salary
Not specified
Degree requirement
Location requirements
TP
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