Global Compensation Program Manager

Job Description

The Global Compensation Programs team in our Total Rewards organization is looking for a Global Compensation Program Manager. This is an exciting opportunity to join a team dedicated to designing, delivering, maintaining, and evolving compliant compensation programs in support of Microsoft’s pay priorities.

In this role, you will be instrumental in driving our global approach for key compensation programs, including (but not limited to) our approach to pay transparency and our strategy for ongoing compliance with evolving global regulations related to pay equity, transparency, and disclosures (e.g., EU Directive on Pay Transparency).

Responsibilities include gathering and interpreting stakeholder feedback to create actionable recommendations, effectively socializing these recommendations across partners and stakeholders (including senior leadership), implementation and change management, and monitoring feedback and success of outcomes.

Microsoft’s mission is to empower every person and every organization on the planet to achieve more. As employees we come together with a growth mindset, innovate to empower others, and collaborate to realize our shared goals. Each day we build on our values of respect, integrity, and accountability to create a culture of inclusion where everyone can thrive at work and beyond.

Responsibilities

Program Management

• Leads and/or executes large, complex, or custom compensation program(s) and ensures that programs support the business and HR plans. Monitors program effectiveness and presents findings and recommendations to senior leadership.
• Makes recommendations to align programs with compensation guidelines, market competitiveness, and global business strategy. Identifies control measures and governance needs and helps design governance and compliance processes.
• Drives complex, high-risk projects. Consults and partners with stakeholder groups (HR, Legal, Engineering, Finance, etc.) as a subject matter expert.

Program Design and Adaptation

• Performs deep analysis on effectiveness and competitiveness of current compensation programs and potential impacts of alternative programs to identify gaps in program design. Creates principles that guide the design and adaption of a large-scale or complex compensation programs.
• Identifies need for change; builds and communicates business case for new or changing compensation program. Facilitates the acceptance of the overall costs, principles, and impact of proposed changes with senior executives.

Program Implementation

• Acts as a thought leader for a specialty area in compensation program implementation. Leads or participates in key phases of the process, providing guidance and support of key compensation activities. Develops change and readiness plans.
• Interacts with internal and external advisors (HR,, Legal, Diversity & Inclusion, external consultants, etc.) to develop, anticipate implications of, and execute on compensation change and readiness plans.

Supplier Selection & Management

• Leads supplier selection and on-boarding for their own areas by executing screening processes.
• Establishes supplier relationships and negotiates competitive service contracts to define performance targets and deliverables.
• Maintains or improves vendor performance by monitoring and identifying performance issues. Executes solutions to performance issues.

Compensation Education & Consultation

• Develops onboarding and training materials to educate others on compensation programs, policies, practices, and customized compensation solutions. May deliver training on specific compensation programs/processes to high-level audiences across the organization by leveraging deep program expertise.
• Independently handles the most complex compensation questions (e.g., Tier IV escalations) from internal executive clients (e.g., Senior leadership team) and delivers solutions, often in ambiguous or unusual circumstances. Coaches internal partners on compensation-related decisions, including regulatory implications and mitigation strategies.

Other

• Embody our culture and values

*This responsibility is dependent on location.

Qualifications

Required/Minimum Qualifications

• Master’s Degree OR Bachelor’s Degree in Business, Human Resources, or related field AND extensive experience in compensation, human resources, finance, business, or related field, OR equivalent experience.

Additional or Preferred Qualifications

• Experience with compensation program design.
• Experience with project management.
• Experience navigating regulatory requirements, including country regulatory reporting requirement.
• Experience with facilitating and supporting change management initiatives.
• Experience with the development and maintenance of business requirements for compensation tools/processes.
• Experience developing collateral materials (powerpoint decks, FAQs, etc.) for different stakeholder personas (employees, managers, executives, etc.).
• Effective communication skills at all levels of the organization.
• Ability to handle sensitive information confidentially.

Microsoft is an equal opportunity employer. Consistent with applicable law, all qualified applicants will receive consideration for employment without regard to age, ancestry, citizenship, color, family or medical care leave, gender identity or expression, genetic information, immigration status, marital status, medical condition, national origin, physical or mental disability, political affiliation, protected veteran or military status, race, ethnicity, religion, sex (including pregnancy), sexual orientation, or any other characteristic protected by applicable local laws, regulations and ordinances. If you need assistance and/or a reasonable accommodation due to a disability during the application process, read more about requesting accommodations.