Managing Director, Global Compensation

The Managing Director, Global Compensation is the organization’s most senior compensation leader, accountable for the enterprise-wide compensation strategy, policy framework, governance, and overall effectiveness of the global compensation function. This role sets the strategic direction for base pay, short- and long-term incentives, executive compensation, sales compensation, and other compensation programs across all geographies and employee populations. As the enterprise authority on compensation, the Managing Director advises executive leadership on how compensation supports business performance, talent priorities, and financial discipline; establishes global principles and decision rights; and leads the function through compensation leaders and teams responsible for program design and delivery.

The role holds enterprise accountability for competitive, equitable, compliant, and financially sustainable compensation outcomes—not day-to-day program administration.

What you will do:

• •Own the enterprise compensation philosophy and multiyear strategy, aligning compensation investment with business priorities, talent strategy, culture, and risk appetite; establish global policy, decision rights, and standards with appropriate regional flexibility.
• •Hold enterprise accountability for the compensation lifecycle, setting priorities, delegated authorities, and success measures for market positioning, salary structures, merit, promotions, market adjustments, and incentives.
• •Set the enterprise direction and governance for job architecture, career frameworks, job evaluation, salary structures, geographic differentials, and benchmarking methodologies, ensuring a coherent foundation for global talent and pay decisions.
• •Shape the enterprise incentive strategy across executive, short- and long-term compensation, advising on eligibility, performance measures, funding, and award frameworks that reinforce sustainable performance and appropriate risk-taking.
• •Own global sales compensation strategy, aligning the overall plan portfolio and investment with growth, profitability, client outcomes, and enterprise priorities in partnership with senior Sales and Finance leadership.
• •Serve as the principal compensation adviser to executive leadership, partnering with senior Finance, Legal, Human Resources, Sales, and Revenue Operations leaders to shape enterprise decisions on executive pay, market positioning, incentive design, compensation investment, funding priorities, financial trade-offs, disclosure strategy, and complex business matters; provide independent judgment and constructive challenge informed by emerging regulatory and market developments.
• •Own the global compensation governance and risk framework in partnership with Legal and other control functions, establishing enterprise policies, effective controls, and audit readiness for applicable compensation, pay equity, pay transparency, wage and hour, securities, tax, and data privacy requirements; set remediation priorities and escalation standards, and sponsor sustained improvements in internal equity, external competitiveness, and responsible pay practices.
• •Define enterprise measures of compensation effectiveness and use business, workforce, market, and financial insights to evaluate investment, performance differentiation, employee impact, and sales plan outcomes; direct strategic changes where results fall short.
• •Set the global compensation operating model and transformation roadmap, determining organizational capabilities, technology and data investment priorities, and service standards; hold functional leaders accountable for scalable, accurate, and well-controlled delivery.
• •Lead compensation strategy for acquisitions, divestitures, new-market entry, mobility, and major organizational change, advising senior business and HR leaders on enterprise implications, integration principles, and material talent and financial risks.
• •Set the strategy for external compensation advisers, survey providers, and technology partners, ensuring value and independent expertise; sponsor the enterprise compensation communication strategy to strengthen executive alignment, manager understanding, and employee transparency.

What we need from you:

• •Bachelor’s degree in Human Resources, Business, Finance, Management, or a related field; advanced degree or relevant professional certification preferred.
• •Extensive, progressively responsible compensation leadership experience, including accountability for enterprise-wide compensation strategy and leadership of a global compensation function in a complex, multinational organization.
• •Comprehensive strategic expertise across base pay, annual and long-term incentives, executive and sales compensation, job architecture, market positioning, pay equity, and global governance, with the ability to integrate these disciplines into an enterprise compensation strategy.
• •Demonstrated success serving as a principal compensation adviser to executive leadership, influencing enterprise investment and policy decisions, navigating competing priorities, and exercising independent judgment in a matrixed environment.
• •Executive-level financial and analytical acumen, with the ability to evaluate compensation investment, incentive economics, market intelligence, and enterprise risk and translate complex findings into strategic decisions.
• •Strong command of global compensation governance, regulatory complexity, and pay transparency requirements, with experience establishing enterprise policies and controls in partnership with Legal and other control functions.
• •Proven ability to lead multidisciplinary global teams, build leadership capability and succession, and sponsor enterprise transformation across compensation programs, technology, and operating models.
• •Enterprise-level strategic thinking, sound judgment, and the ability to balance talent, performance, employee experience, risk, and financial stewardship.
• •Global mindset and cultural awareness, with the ability to establish consistent principles across diverse markets while allowing appropriate local flexibility.
• •Exceptional discretion, communication, collaboration, and stakeholder-management skills, with the courage to challenge constructively and drive continuous improvement.

SEI’s competitive advantage:

To help you stay energized, engaged and inspired, we offer a wide range of benefits including comprehensive care for your physical and mental well-being, a strong retirement plan, tuition reimbursement, support for working parents and flexible Paid Time Off (PTO) so you can relax, recharge and be there for the people you care about.

Benefits include healthcare (medical, dental, vision, prescription, wellness, EAP, FSA), life and disability insurance (premiums paid for base coverage), 401(k) match, education assistance, commuter benefits, up to 11 paid holidays/year, 21 days PTO/year pro-rated for new hires which increases over time, paid parental leave, back-up childcare arrangements, paid volunteer days, a discounted stock purchase plan, investment options, access to thriving employee networks and more.

We are a technology and asset management company delivering on our promise of building brave futures (SM)—for our clients, our communities, and ourselves. Come build your brave future at SEI.

The position title reflected in this job description is aligned with SEI's current internal job architecture. As part of SEI's role and career framework, internal job titles may not directly correspond to external market titles and may differ from titles previously assigned during an employee's tenure or at the time of hire.

SEI is an Equal Opportunity Employer and so much more…

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