VP, Global Compensation

Salesforce

. Define Salesforce's global compensation philosophy and worldwide strategy .

Posted 9/17/2026full-timeAustin • California • United StatesLead💰 $212,700 - $374,400 per yearWebsite

Core Competencies

Role fit

Core Competencies

Use this summary to align your resume positioning with the role.

Demonstrates expertise in global compensation strategy, governance, and analytics, with a strong focus on pay equity, job architecture, and market positioning. Proven ability to lead diverse teams and drive organizational change in complex, multi-country environments.

Highest-signal resume keywords

15+ Years Of Compensation ExperienceLeadership Of Multi-Country ProgramsExpertise In Compensation PhilosophyAdvanced Analytics And Scenario ModelingExperience With Pay-Equity Analytics

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills

Compensation PhilosophyJob ArchitectureMarket PricingSalary StructuresPay-Equity AnalyticsCost ModelingDecision-Support ControlsCompensation GovernanceAI And Automation ApplicationsCompensation Diligence

Soft Skills

Credibility With C-Suite LeadersTeam LeadershipStakeholder EngagementTraining And Guidance

Tools & Technologies

HR SystemsAdvanced Analytics ToolsVisualization Tools

Certifications & Qualifications

Advanced DegreeRelevant Professional Certification

Industry Keywords

Total RewardsBroad-Based EquityExecutive CompensationPay TransparencyU.S. Federal And State Compliance

About the role

Key responsibilities & impact

Define Salesforce's global compensation philosophy and worldwide strategy
Establish enterprise compensation governance, decision rights, policy ownership, approval thresholds, and exception paths
Prepare analyses and materials for the C-suite, People leadership, Board-level decisions, and governance bodies
Own global job architecture, including job families, career streams, levels, profiles, and evaluation standards
Design salary ranges, market-positioning principles, geographic differentials, and refresh cadences across U.S. and international markets
Identify critical-skill and labor-market signals and manage premiums, internal equity, and compression implications
Own worldwide salary, merit, promotion, and broad-based bonus programs, including U.S. execution
Connect base pay and broad-based incentives with equity strategy
Govern global policies for hiring, promotions, transfers, off-cycle adjustments, geographic moves, and retention situations
Build objective pay practices and lead global pay-equity analytics and remediation governance
Own compensation data, range architecture, geographic-pay inputs, and controls for pay-transparency requirements
Build forecasts and scenarios for compensation decisions and create enterprise scorecards
Set global standards for compensation data quality, definitions, access, controls, and lineage
Partner on AI-related changes to tasks, roles, skills, career paths, and talent scarcity
Run controlled pilots for skills-based pay, skill premiums, and AI-affected roles
Apply governed AI, automation, and advanced analytics to compensation operations and decision support
Lead the global compensation workstream for mergers and acquisitions, including diligence, mapping, harmonization, retention, and integration governance
Build and lead a diverse, succession-ready global compensation team
Equip People Partners, recruiters, managers, and leaders with compensation guidance, tools, and training

Requirements

What you’ll need

15+ years of progressive compensation or Total Rewards experience
Leadership of complex, multi-country programs and high-performing teams
Expertise in compensation philosophy, job architecture, market pricing, salary structures, geographic pay, annual salary and incentive cycles, and program governance
Ability to model cost, workforce, market, equity, compression, and implementation tradeoffs with Finance
Experience building objective pay-setting frameworks, leading pay-equity analytics and remediation planning, and operationalizing pay-transparency requirements
Strong command of compensation data, advanced analytics, scenario modeling, visualization, HR systems, and decision-support controls
Evidence of moving an AI or automation use case from experiment to controlled production
Experience modernizing compensation programs or operating models and delivering organizational change
Experience with compensation diligence, employee and role mapping, retention arrangements, harmonization, cost modeling, and integration governance
Credibility with C-suite leaders and senior People, Finance, Legal, and business stakeholders
Working knowledge of executive and equity compensation, broad-based equity, sales incentives, benefits, mobility, tax, payroll, and accounting
Experience operating across U.S. federal, state, and local environments and multiple international markets
Working fluency in executive and equity compensation governance, SEC disclosure context, and share-based-payment cost considerations
Bachelor's degree or equivalent practical experience
Advanced degree or relevant professional certification welcomed

Benefits

Comp & perks

Time off programs
Medical insurance
Dental insurance
Vision insurance
Mental health support
Paid parental leave
Life insurance
Disability insurance
401(k)
Employee stock purchasing program
Certain roles may be eligible for incentive compensation and equity
Reasonable accommodation during the application or recruiting process
AI tools with human candidate selection and hiring decisions