Vice President, Global Compensation

**Summary:** The Vice President of Global Compensation is a high-impact, transformational leader accountable for the enterprise strategy, design, governance, and continuous optimization of Meta's global compensation programs, hiring operations, compensation analytics, and compensation systems. This role will report into the VP of Total Rewards and will be uniquely positioned to lead through a rapidly evolving industry to ensure competitiveness in an AI-first talent world. Operating at a high-stakes level, the role manages significant strategic priorities—including compensation architecture, data-driven insights, systems infrastructure, and hiring compensation delivery—in a highly scarce talent market. **Required Skills:** Vice President, Global Compensation Responsibilities: 1. Serve as compensation advisor to our Total Rewards leader, must be able to influence and drive decisions at an executive level. 2. Responsible for leading the work and presenting to the Compensation Committee of the Board. 3. Provide thought leadership and drive internal conversations in the compensation space, especially around the executive compensation environment. 4. Drive innovation in compensation design to stay ahead of dynamic market conditions, acting as a highly responsive and strategic partner to internal business leaders. 5. Drive Meta's bi-annual compensation process with seamless execution globally. 6. Own and optimize global hiring compensation operations, ensuring competitive and equitable offer delivery at scale. 7. Partner closely with the recruiting organization to deliver a robust talent plan and seamless candidate compensation experience. 8. Lead the design and governance of hiring compensation frameworks, including offer approval workflows, market pricing, and competitive positioning strategies. 9. Drive efficiency and speed in hiring compensation delivery without compromising quality or compliance. 10. Lead the global compensation analytics function, delivering data-driven insights that inform executive decision-making and compensation strategy. 11. Build and scale advanced analytics capabilities—including predictive modeling, pay equity analysis, and market benchmarking—to maintain Meta's competitive edge. 12. Develop real-time dashboards and reporting infrastructure to enable transparency and accountability across the compensation ecosystem. 13. Translate complex data into compelling narratives for senior leadership and the Board. 14. Own the strategy, roadmap, and execution of Meta's compensation business systems infrastructure. 15. Drive automation and AI-enabled solutions across compensation processes to increase efficiency, reduce manual intervention, and improve accuracy. 16. Ensure systems scalability and integration across HR technology platforms to support global operations. 17. Lead the modernization of compensation technology to support evolving job architecture and AI-driven frameworks. 18. Evolve the job architecture, including leading the transition to AI-driven frameworks, to align with the evolving world of AI-impacted roles. 19. Lead the design and governance of global sales incentive plans and variable compensation programs. 20. Ensure compliance with all regulatory responsibilities (e.g., FLSA, SOX, SEC) and manage international scope, including pay gap reporting across a global footprint. 21. Develop and lead a world-class, integrated team spanning compensation analytics, systems, hiring operations, and compensation design. 22. Foster a culture of innovation, operational excellence, and data-driven decision-making. **Minimum Qualifications:** Minimum Qualifications: 23. Executive Leadership & Experience: 15+ years of progressive HR/Compensation experience, including prior VP-level experience at a strategically led company with demonstrated ownership of compensation analytics, systems, and/or hiring operations 24. Executive Compensation & Governance: Deep expertise in executive compensation design and governance, with proven experience leading rewards topics and presenting materials to a Compensation Committee of the Board, including developing the Compensation Discussion & Analysis (CD&A) for the annual Proxy 25. Analytics & Data Acumen: Strong command of compensation analytics, including pay equity modeling, market benchmarking, predictive analytics, and the ability to translate data into strategic recommendations for C-suite and Board audiences 26. Systems & Technology Leadership: Experience leading compensation systems strategy and implementation at scale, with a track record of driving automation, AI-enabled solutions, and technology modernization within the HR/compensation domain 27. Global Compensation & Compliance: Extensive experience designing and managing broad-based compensation programs globally. Must ensure compliance with all regulatory responsibilities (e.g., FLSA, SOX, SEC) and manage international scope, including pay gap reporting across a global footprint 28. Hiring Operations Expertise: Demonstrated experience leading or closely partnering with hiring/recruiting operations to deliver competitive, compliant, and efficient compensation at the point of hire 29. Organizational Transformation & Change: Proven track record leading organizational transformations at scale, with excellence in change management, a strong risk tolerance, and the ability to challenge established practices 30. Strategic & Technical Acumen: Strategic mindset to connect compensation strategy to business outcomes, demonstrated creativity and innovation in compensation design, and strong partnership/influencing skills at the executive level **Public Compensation:** $449,000/year to $472,000/year + bonus + equity + benefits **Industry:** Internet **Equal Opportunity:** Meta is proud to be an Equal Employment Opportunity and Affirmative Action employer. We do not discriminate based upon race, religion, color, national origin, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender, gender identity, gender expression, transgender status, sexual stereotypes, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics. We also consider qualified applicants with criminal histories, consistent with applicable federal, state and local law. 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