Senior Manager, Global Compensation

About the role

The Clinton Health Access Initiative (CHAI) is hiring a Senior Manager, Global Compensation for its newly formed Talent Enablement team. The role leads the design and delivery of CHAI's compensation framework across more than 40 countries and acts as the subject-matter expert on complex global compensation matters. It reports to the Director, Global Talent Enablement, and advises leadership on compensation strategy while owning the operational cycles of the framework.

Key responsibilities

• Lead the design, documentation and continuous improvement of the global compensation framework, salary structures and job architecture, working with internal stakeholders, leadership and external consultants.
• Develop compensation approaches for national, international and third-country national staff, including package design, allowances, contract currency and alignment with local statutory pay requirements.
• Manage salary survey participation, review results and recommend salary ranges by country and level.
• Design and run regular pay equity analyses, identify drivers of disparity and recommend remediation.
• Maintain a compensation model that meets reporting and analytical needs and prepare compensation reports for country and program directors and leadership.
• Lead the rollout of the new compensation and career framework across 40+ countries and partner with HR colleagues on communication and rollout plans.
• Own the annual compensation review cycle, including the cost-of-living process, and manage the Senior Analyst, Global Compensation.
• Serve as escalation point for offer decisions, job levelling and complex compensation cases, and build partnerships with finance and program teams on compensation cost modelling.
• Oversee global compensation training, processes and guidance documents for HR colleagues and people managers.

Required profile

• Bachelor's degree and 7+ years of experience in compensation, total rewards or a closely related field.
• Strong track record in salary structure design, benchmarking, job architecture and annual review cycles.
• Global compensation experience at a geographically diverse organization, preferably in the nongovernmental sector or an organization operating in low- and middle-income countries.