The Director, Global Compensation is responsible for leading the design, strategy, governance, and execution of Resideo's global compensation programs. This role drives the development of compensation programs that attract, retain, and motivate talent while ensuring alignment with business strategy, market competitiveness, financial sustainability, and shareholder interests. The successful candidate is a strategic thinker, strong operator, and influential partner who can balance long-term program design with execution excellence.

Job Duties:

Global Compensation Strategy & Design

• Develop and execute the global compensation strategy in support of company, talent, and business objectives.
• Lead the design, implementation, and administration of:
  • Executive compensation programs
  • Annual incentive plans
  • Broad-based compensation programs
  • Sales compensation programs (as applicable)
  • Recognition programs

• Oversee annual compensation planning processes including merit, bonus, and equity cycles.
• Ensure compensation programs are competitive, financially sustainable, and aligned with pay-for-performance principles.
• Lead compensation benchmarking, market analysis, annual labor market surveys, and external competitive assessments to inform program design and pay decisions.
• Provide strategic compensation guidance to executive leadership, HR Business Partners, and business leaders.
• Proactively collaborate with business leaders, HR Business Partners, and key stakeholders to gather feedback, understand business needs, and shape compensation strategic priorities.
• Partner closely with Finance, Legal, Payroll, HR Operations, and executive leadership on compensation-related decisions.
• Support the Compensation Committee with materials, analyses, and governance processes.
• Own employee and manager education related to compensation programs, including compensation planning, to build awareness, understanding, and effective use of company programs.
• Modernize the company’s overall job architecture to support scalable career frameworks, consistent role leveling, and clearer alignment between jobs, pay, and career progression.
• Ensure employees have clear, accessible information about compensation programs, processes, and how compensation decisions are made.
• Monitor global legislative, regulatory, and market developments impacting compensation programs.
• Drive continuous improvement and simplification of compensation processes, tools, and reporting.
• Lead and develop a high-performing compensation team and external consulting partnerships.