Global Compensation Director

Das ist der Job

About You Accountability: You take full ownership of the global compensation strategy and delivery.

Darum lohnt es sich

Partner with HRIS and People Analytics teams. • Leadership & Team Development: Lead and develop a global compensation team, building capabilities, accountability, and alignment within the broader Total Rewards function.

Basic Qualifications • Bachelor’s degree in Human Resources, Business Administration, Finance, or a related field required. • 15+ years of progressive experience in compensation or Total Rewards. • Minimum 5+ years of people leadership experience, including managing teams in a global or regional capacity. • Experience in a complex, multinational organization preferred. • Deep expertise in global compensation strategy, design, and delivery, including base pay, incentives, and executive compensation. • Strong understanding of job architecture, market pricing, and pay equity principles. • Demonstrated experience with compensation benchmarking and survey methodologies. • Strong financial and analytical acumen, including modeling and cost analysis. • Proven ability to lead complex, cross‑functional programs and drive global standardization. • Excellent stakeholder management and communication skills, with the ability to influence senior leaders. • Experience working with HRIS and compensation management systems (e.g., Workday, SAP) and leveraging data to inform decisions.

Additional Compensation Additional compensation may include bonuses, commissions, or other forms of compensation per internal policy or contractual designation, including sign‑on bonus, relocation benefits, short‑term incentives, long‑term incentives, or discretionary payments for exceptional performance.

Benefits KBR offers competitive lifestyle benefits which could include a 401K plan with company match, medical, dental, vision, life insurance, AD&D, flexible spending account, disability, paid time off, or flexible work schedule.

Global Compensation Director About the Role Reporting to the Vice President, People Operations, the Director, Global Compensation leads the strategy, design, governance, and delivery of global compensation programs across a complex, multi-country environment.

This role is accountable for building a globally consistent, market-competitive, and performance-driven compensation framework that supports business objectives, attracts and retains talent, and enhances employee experience.

As the enterprise leader for compensation, you will partner closely with HR, Finance, Talent Acquisition, and business leadership to deliver scalable solutions across base pay, incentive programs, executive compensation, and job architecture.

You will balance long‑term strategy with operational excellence, ensuring strong governance, market competitiveness, and alignment with broader Total Rewards and business strategies. You are accountable for program effectiveness, market competitiveness, internal equity, and governance across all regions.

Collaboration: You build strong partnerships across HR, Finance, Talent Acquisition, and business leadership. You influence effectively across a matrixed global organization to align compensation programs with business priorities. Analytical Rigor: You use data and insights to inform decision‑making.

You bring strong analytical capability to compensation design, benchmarking, and program evaluation, ensuring decisions are grounded in data and aligned with market trends.

Enterprise Mindset: You think globally and systemically, ensuring compensation programs are scalable, consistent, and integrated with broader Total Rewards, performance management, and workforce strategies.

Key Responsibilities • Global Compensation Strategy & Design: Define and lead a comprehensive global compensation strategy, including base pay structures, short- and long-term incentive programs, and executive compensation.

Ensure programs are competitive, aligned to business strategy, and support pay-for-performance principles. • Job Architecture & Pay Structures: Develop and maintain global job architecture, salary structures, and grading frameworks to ensure internal equity, clarity, and scalability across regions and business units. • Market Benchmarking & Competitive Positioning: Oversee market analysis and benchmarking activities to ensure compensation programs are competitive across global markets.

Define compensation positioning strategies aligned with business and talent objectives. • Incentive & Performance Alignment: Design and manage global incentive programs that align employee performance with business outcomes.

Partner with leadership to ensure programs drive desired behaviors and results. • Vendor & Financial Management: Manage relationships with external compensation survey providers and consultants.

Partner with Finance on budget planning, cost analysis, and forecasting related to compensation programs. • Operational Delivery & Cyclical Processes: Oversee key compensation cycles, including annual merit, bonus planning, salary reviews, and equity programs.

Ensure accuracy, efficiency, and a strong employee and manager experience. • Stakeholder Partnership & Advisory: Act as a trusted advisor to HR and business leaders on compensation strategy, job evaluations, pay decisions, and organizational design.

Support mergers, acquisitions, and organizational changes. • Governance, Compliance & Risk Management: Ensure compliance with all applicable global and local pay regulations, including pay equity, transparency, and reporting requirements.

Establish strong governance and controls. • Compensation Data, Insights & Technology: Leverage data, analytics, and compensation systems to drive insights, support decision‑making, and enhance program effectiveness. Location The ideal candidate will be located in the Houston, TX or greater Washington D.C.-Baltimore area.

Flexible working arrangements including hybrid, remote working, and virtual delivery are offered. Professional training and development are supported. Equal Employment Opportunity KBR is an equal opportunity employer.

All qualified applicants will receive consideration for employment without regard to race, color, religion, disability, sex, sexual orientation, gender identity or expression, age, national origin, veteran status, genetic information, union status and/or beliefs, or any other characteristic protected by federal, state, or local law.