Sr. Director, Global Compensation

The Senior Director, Global Compensation is responsible for setting and leading the enterprise-wide strategy, governance, design, and evolution of Resideo's global compensation programs. This role serves as a trusted advisor to executive leadership, shaping compensation philosophies and programs that drive business performance, support long-term growth, attract and retain top talent, and align with shareholder interests.

The Senior Director will lead all aspects of global compensation, including executive compensation, broad-based rewards, incentive plans, job architecture, market intelligence, pay governance, and compensation operations. This leader will balance strategic vision with operational excellence while driving innovation, simplification, and scalability across the global enterprise.

The successful candidate is an enterprise leader with deep expertise in compensation strategy, executive and board-level materials, and organizational transformation. They possess the ability to influence senior leaders, shape talent decisions, and deliver compensation programs that support both business objectives and employee engagement.

Job Duties

Global Compensation Strategy & Leadership

• Define, evolve, and execute the company's global compensation philosophy and long-term rewards strategy in alignment with business objectives, talent priorities, and shareholder interests.

• Serve as the senior compensation advisor to the HR Executive Leadership team, executive leadership team on compensation-related matters.

• Lead the strategic design, governance, and administration of:

• Executive compensation programs

• Annual incentive plans

• Long-term incentive and equity programs

• Broad-based compensation programs

• Sales compensation programs (as applicable)

• Recognition and reward programs

• Drive enterprise-wide compensation initiatives that support organizational growth, transformation, and business performance.

• Establish and maintain global compensation governance frameworks, policies, and controls to ensure consistency, compliance, and responsible risk management.

Executive Compensation & Board Support

• Lead the development of executive compensation recommendations, including base salary, annual incentives, long-term incentives, and executive compensation governance practices.

• Partner with executive leadership and external advisors to assess executive pay competitiveness and effectiveness.

• Support the Compensation Committee by developing materials, analyses, recommendations, and governance processes that facilitate informed decision-making.

• Monitor evolving regulatory, disclosure, governance, and shareholder trends impacting executive compensation programs including CD&A and Proxy materials.

Compensation Program Design & Administration

• Oversee global compensation planning processes, including annual merit, bonus, and equity cycles.

• Ensure compensation programs remain market competitive, financially sustainable, and aligned with pay-for-performance principles.

• Lead compensation benchmarking, labor market analysis, salary surveys, and competitive assessments to inform compensation strategy and pay decisions.

• Develop compensation analytics and insights that support business, talent, and workforce planning decisions.

• Ensure employees and managers have clear, accessible information regarding compensation programs, processes, and compensation decision-making.

Job Architecture & Rewards Modernization

• Lead the modernization of the company's global job architecture, career framework, and leveling methodology.

• Drive alignment between jobs, career progression, compensation structures, and organizational capabilities.

• Advance pay transparency initiatives and compensation communication strategies across global markets.

• Identify and implement technology, automation, analytics, and AI-enabled solutions that improve compensation effectiveness and operational efficiency.

• Continuously evaluate emerging compensation trends and innovative reward practices to enhance the employee value proposition.

Business Partnership & Organizational Influence

• Partner closely with Finance, Legal, Payroll, HR Operations, Human Resources Business Partners, and business leaders to develop compensation solutions aligned with business needs.

• Influence workforce planning, talent strategies, organizational design decisions, and business investments through compensation insights and market intelligence.

• Collaborate proactively with senior leaders to identify opportunities, assess implications, and develop strategic compensation solutions.

• Serve as the enterprise compensation subject matter expert and thought leader across the organization.

Team Leadership

• Lead, develop, and mentor a high-performing global compensation team.

• Build organizational capability through coaching, succession planning, and talent development.

• Manage external compensation consultants and vendor relationships to maximize value and strategic impact.

• Foster a culture of accountability, innovation, continuous improvement, and customer-focused service delivery.

You Must Have

• 15+ years of progressive compensation experience, including significant leadership responsibility for compensation strategy within complex global organizations.

• Deep expertise in compensation strategy, executive compensation, incentive design, governance, compensation planning, job architecture, and compensation administration.

• Strong analytical, financial modeling, and data interpretation capabilities.

• Demonstrated experience advising executive leadership teams on strategic compensation matters.

• Proven success leading compensation transformation initiatives and organizational change efforts.

• Expertise in pay transparency, pay equity, and evolving global compensation regulations.

We Value

• Certified Compensation Professional (CCP) or related professional designation.

• Strong executive presence with the ability to influence senior leaders and board members on complex and sensitive compensation matters.

• Demonstrated success leveraging advanced analytics, automation, and AI-enabled solutions to modernize compensation strategy and operations.

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