Director, Global Compensation - USA - GA - Atlanta - Global Support Center - R26-10142

At BrandSafway, we know our employees are our greatest asset, which is why we give them the tools, training, and resources to be successful. Come join our growing team!

Summary

The Director, Global Compensation will lead the development and execution of BrandSafway’s long-term compensation strategy while taking a hands-on role in the detailed work required to strengthen and evolve the function. This role requires a strong technical compensation leader who can move comfortably between strategy and execution, including incentive plan design, compensation governance, data analysis, process improvement and automation.

Key Responsibilities

• Lead the global compensation function, providing strategic and technical leadership across base pay, incentive and bonus programs, salary structures, job architecture, and compensation governance.
• Develop and execute compensation strategies and programs that support business objectives, market competitiveness, employee retention, and financial performance.
• Lead the evaluation and standardization of incentive and bonus programs across regions and business units, establishing greater consistency, governance, and oversight while recognizing legitimate local business needs.
• Partner with senior business and HR leaders to evaluate compensation practices, identify risks and inconsistencies, and develop practical solutions that balance business needs, employee retention, internal equity, and financial considerations.
• Provide expertise in the design, administration, and governance of compensation programs, including annual compensation processes, incentive plans, promotions, retention programs, and other pay-related initiatives.
• Evaluate existing compensation processes and identify opportunities to improve efficiency, accuracy, controls, and scalability through technology, automation, and process improvement.
• Analyze complex compensation data and market information to identify trends, pay disparities, risks, and opportunities and translate findings into clear recommendations for senior leadership.
• Establish appropriate controls and governance around sensitive compensation data and decisions, ensuring accuracy, consistency, confidentiality, and compliance.
• Support compensation programs across a large, geographically dispersed workforce that includes both union and non-union employee populations.
• Lead, develop, and provide direction to compensation team members while establishing clear priorities, expectations, and accountability.
• Serve as a trusted compensation advisor to senior leadership, clearly communicating risks, benefits, alternatives, and recommendations related to complex compensation decisions.
• Remain current on compensation trends, regulatory requirements, market practices, and emerging technologies that may impact the company's compensation strategy.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, Finance, or a related field; advanced degree preferred.
• 10+ years of progressive compensation experience, including significant experience leading complex compensation programs within a large organization.
• Strong technical expertise across base compensation, incentive and bonus plan design, salary structures, job architecture, market analysis, and compensation governance.
• Demonstrated experience designing, evaluating, and improving incentive compensation programs across multiple business units, regions, or operating environments.
• Strong business and financial acumen with the ability to balance compensation competitiveness with cost, profitability, risk, and operational considerations.
• Experience identifying inconsistencies or pay disparities and developing practical, scalable solutions that improve alignment and governance.
• Demonstrated ability to challenge existing practices, evaluate multiple alternatives, and make well-supported recommendations to senior leaders.
• Experience improving manual compensation processes through technology, systems, automation, or other process improvements.
• Advanced analytical and problem-solving skills with experience working with large, sensitive data sets.
• Strong communication, consulting, and influencing skills with the ability to partner effectively with senior business and HR leaders.
• Experience supporting geographically dispersed employee populations; experience with both union and non-union environments preferred.
• Strong knowledge of compensation-related laws, regulations, and compliance requirements.
• Proficiency with HRIS and compensation systems and advanced Microsoft Excel capabilities.

* Note this is in office role with Friday being remote.

BrandSafway offers a competitive benefits package that includes medical, dental, vision, life and disability insurance along with a generous 401k plan.

About Us

BrandSafway is a leading global provider of access, specialized services, and forming and shoring solutions to the industrial, commercial and infrastructure markets. Through a network of ~340 strategic locations across 25 countries and ~40,000 employees, BrandSafway delivers a full range of industrial service solutions. BrandSafway supports maintenance and refurbishment projects as well as new construction and expansion plans with unmatched service from expert local labor and management. Today’s BrandSafway is At Work For You® — leveraging innovation and economies of scale to increase safety and productivity, while remaining nimble and responsive.

BrandSafway, including its subsidiaries, is an equal opportunity employer and does not discriminate on the basis of race, creed, color, national origin, religion, gender, marital status, sexual orientation, age, disability, special disabled or veteran status.

Notice to all potential job candidates

Please be advised that BrandSafway will never require or ask for any fee from you in exchange for being considered, hired, promoted, transferred or having ongoing employment with us. It is a violation of our Code of Conduct if any employee requests any money or fee from you in exchange for tentatively special treatment or consideration. If anyone, regardless of whether an existing employee, or anyone else, requests payment of any fee in exchange for being hired into our company, you may confidentially contact our HR Compliance department at [email protected] and provide the name of the individual and any other documentation or proof of such an act.

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