Head of Global Compensation Strategy


May 1, 2021

Who we are: Fueled by a fundamental belief that having access to financial services creates opportunity, PayPal (NASDAQ: PYPL) is committed to democratizing financial services and empowering people and businesses to join and thrive in the global economy. Our open digital payments platform gives PayPal’s 375 million active account holders the confidence to connect and transact in new and powerful ways, whether they are online, on a mobile device, in an app, or in person. Through a combination of technological innovation and strategic partnerships, PayPal creates better ways to manage and move money, and offers choice and flexibility when sending payments, paying or getting paid. Available in more than 200 markets around the world, the PayPal platform, including Braintree, Venmo and Xoom enables consumers and merchants to receive money in more than 100 currencies, withdraw funds in 56 currencies and hold balances in their PayPal accounts in 25 currencies.
Job Description Summary: The Global Head of Compensation Strategy serves as a key member of the Compensation and Benefits Team and is responsible for managing global broad-based compensation and other financial initiatives, including global job architecture, salary, short-term incentives, equity incentives, sales incentives, and recognition programs. This role will proactively identify and drive initiatives to improve the company’s compensation programs. This includes designing, implementing, and administering compensation policies, programs, and processes. The Senior Director will partner with HR Business Partners to provide solutions for compensation and broader HR initiatives.
Job Description:
Key Responsibilities:
  • Provide strategic and operational leadership in the design, implementation, administration, and communication of all compensation programs globally.
  • Lead Executive Compensation design and programs.
  • Lead and direct the execution of global compensation programs and processes, including offers, expatriate assignments, retention programs, equity awards and severance programs.
  • Function as go-to-market arm of the compensation team to effectively plan and manage transition communications and management efforts of programs and projects.
  • Champion the company’s compensation philosophy and partner across Human Resources and the business to ensure compensation programs are designed and delivered in alignment with compensation, total rewards, and HR objectives.
  • Build strong relationships within and outside of the Total Rewards team and provide consultation and partnership to identify needs and priorities. This may include conducting market research, internal analysis, establishing design principles, building design alternatives, outlining implications through modeling, determining employee and cost impacts, and creating communication and transition plans.
  • Provide strategic leadership related to compensation issues and solutions ranging from individual employee recommendations to unique compensation program interventions (e.g., retention programs, one-time payments, off-cycle increases, etc.).
  • Lead the Annual Compensation Review and all related work streams. This includes design, resource allocation, project management, and communication planning related to survey participation, market pricing practices, salary structures, budget recommendations and market analysis.
  • Lead job architecture.
  • Manage the annual market analysis, including involvement in data preparation, data analysis, development and delivery of observations, and recommendations to business leaders.
  • Influence the direction and design innovative solutions for compensation programs by understanding the business, anticipating, and diagnosing client needs, and utilizing best practice knowledge.
  • Stay abreast of and ensure compliance with legal and market related topics including Equal Pay, minimum wage, living wage and FLSA, time keeping, and all other global and local compensations policies.
  • Facilitate leader conversations pertaining to organization and job design to identify and scope work, clarify and articulate accountabilities and develop solutions.
  • Lead global mobility policy, practice and processes related to compensation, ensuring effective and efficient movement of company talent globally and delivering appropriate assignment benefits and services.

Requisite Experience:
  • A Bachelor’s degree in a related field is required. Advanced degree in related field highly desirable.
  • Minimum 10 years progressively responsible compensation work spanning a full spectrum of broad-based compensation related issues, including global job architecture, program design and oversight for all components of compensation, including salary, short-term incentives, equity incentives, executive compensation, mobility compensation, sales incentives, and recognition.
  • Extensive knowledge of compensation practices and theory including experience in compensation program design.
  • Proven track record of complex integration experience in a large, matrixed global public company.
  • Proven proficiency in related software and database management.
  • Previous experience with global HRIS systems, such as Workday, required.
  • Extensive knowledge and understanding of HR programs and connections.
  • Excellent interpersonal and consulting skills with the proven ability to build effective partnerships within HR to effectively collaborate and recommend compensation solutions that solve business problems.
  • Strong communication including the ability to effectively communicate complex concepts in simple terms to various audiences.
  • Strong project management and planning skills including the ability to lead, plan, organize and resource complex assignments.
  • Experience with mergers and acquisitions desirable.
  • Aptitude to learn quickly and perform well under pressure and in a fast-paced environment.
  • Experience leading and supporting global mobility practices.
  • Advanced Excel skills and spreadsheet analysis with strong PowerPoint skills with the ability to build audience-specific presentations.
  • Exceptional analytical, problem solving and financial modeling skills, with an eye for detail and accuracy.
  • Ability to organize and accomplish objectives independently and proactively.
  • Ability to deal with ambiguity and develop a course of action.

We're a purpose-driven company whose beliefs are the foundation for how we conduct business every day. We hold ourselves to our One Team Behaviors which demand that we hold the highest ethical standards, to empower an open and diverse workplace, and strive to treat everyone who is touched by our business with dignity and respect. Our employees challenge the status quo, ask questions, and find solutions. We want to break down barriers to financial empowerment. Join us as we change the way the world defines financial freedom.
PayPal provides equal employment opportunity (EEO) to all persons regardless of age, color, national origin, citizenship status, physical or mental disability, race, religion, creed, gender, sex, pregnancy, sexual orientation, gender identity and/or expression, genetic information, marital status, status with regard to public assistance, veteran status, or any other characteristic protected by federal, state or local law. In addition, PayPal will provide reasonable accommodations for qualified individuals with disabilities.