Vice President of Global Compensation

Requirements

• Business-Oriented Decision Making – Aligns compensation strategy with business performance and financial direction
• Global Mindset – Understands regional differences, compliance, and cultural nuances
• Analytical & Data Fluent – Strong command of analytics, modeling, and HR technology
• Influential Leadership – Able to navigate complexity, guide senior stakeholders, and drive consensus
• Courage & Integrity (“Light Shiner”) – Speaks truth to power, safeguards fairness, and advocates for employee experience
• Operational Excellence – Builds scalable processes, ensures accuracy, and leads with discipline
• Learning Agility – Adapts to evolving market and business dynamics, embraces innovation
• 10+ years of progressive compensation leadership experience, including regional scope and executive compensation
• Experience designing and implementing global job architectures
• Strong expertise in UK, EU, and US compensation regulations
• Experience partnering with executive teams
• Proficiency with HRIS (Workday preferred), market survey tools, and compensation analytics platforms
• Experience in matrixed, creative, or global media/technology organizations is an advantage

What the job involves

• The Vice President, Global Compensation, is the senior-most leader responsible for designing, governing, and executing Condé Nast’s global compensation strategy
• Reporting directly to the Chief People Officer, this role oversees broad-based compensation, executive compensation, incentive design, and global job architecture for a multi-brand, multi-country organization
• This leader will oversee modern, scalable frameworks that promote internal equity, transparency, agility, and market competitiveness—while ensuring compliance with global regulatory requirements and supporting Condé Nast’s evolving business needs
• The VP will serve as a strategic advisor to the CPO, CFO, Executive Leadership Team, and (where applicable) the Board / Compensation Committee on all matters related to compensation
• They will combine strategic vision with strong operational execution and influence across a complex, creative, global organization
• Lead the global compensation strategy aligned with business priorities, financial plans, and talent needs
• Establish and maintain a global compensation governance framework (policies, decision rights, approval workflows, audits)
• Ensure compliance with local and regional regulatory requirements, including UK/EU pay transparency, US state laws, and global reporting standards
• Develop market-competitive pay structures and benchmarking standards across functions, brands, and regions
• Maintain and implement a global job architecture framework, including job families, leveling, titling, and career pathways
• Ensure frameworks support organizational agility, talent mobility, pay equity, and strategic workforce planning
• Partner with People Business Partners, Finance, and business leaders to embed the framework consistently across geographies
• Support the CPO, CFO, and ELT on executive compensation philosophy, design, competitiveness, and governance
• Partner with Legal, Finance, and (where applicable) Board/Compensation Committee on executive pay planning, disclosures, and regulatory compliance
• Oversee equity compensation and long-term incentive plan architecture
• Lead global compensation cycles (merit, bonus, equity), driving process efficiency, automation, and system scalability
• Partner with Technology Teams on Workday compensation configurations, market benchmarking tools, and analytics dashboards
• Drive adoption of compensation analytics, market intelligence, and predictive workforce modeling
• Serve as the Compensation subject‑matter expert to senior executives and HR teams
• Work closely with cross-functional partners (Finance, Legal, Talent, HR Ops) to ensure alignment and operational excellence
• Build, lead, and develop a high‑performing global compensation team
• Foster a culture of analytical rigor, customer service, collaboration, and continuous learning
• Ensure the team has the tools, systems, and skills needed to deliver at scale globally
• Communicate complex reward principles with clarity and influence at all levels of the organization
• Build trusted relationships with senior leaders across brands and markets
• Lead change management efforts connected to compensation, incentive redesign, and job architecture implementation

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