Job Description

JOB SUMMARY / PURPOSE OF ROLE

Lead the global market intelligence agenda for compensation by establishing methodologies, integrating external and internal evidence, and translating complex labor-market and pay information into forward-looking insights that shape compensation and workforce decisions.

KEY RESPONSIBILITIES

• Establish and maintain the global market intelligence framework — including taxonomy, methodology, data standards, survey portfolio, peer groups, and annual research agenda — and develop new analytical concepts and approaches to address emerging labor-market, talent, and pay questions.
• Lead compensation survey participation and oversee quality, consistency, and interpretation of survey data across salaried, hourly, technical, manufacturing, and leadership populations; conduct complex analyses of pay levels, structures, premiums, practices, labor supply, and industry or geographic trends.
• Identify external workforce risks and competitive pressures affecting attraction, retention, location strategy, and growth; integrate compensation, recruiting, workforce, and business context to develop actionable scenarios, recommendations, and forward-looking points of view on emerging pay practices and market developments.
• Serve as the organization’s subject matter expert and senior consultant on market pricing, benchmarking, and competitive pay analysis; advise senior HR and business leaders on major compensation market strategy and present complex findings to internal stakeholders and external data providers and professional networks.
• Lead development of market intelligence dashboards, reports, tools, and recurring executive insights; establish standards for data quality, methodology documentation, and appropriate use; guide analysts or project contributors through technical direction and quality review.
• Integrate job architecture governance with compensation market intelligence by maintaining methodologies for job evaluation, levelling, grading, and pay architecture; oversee job catalogue and framework integrity, support market matching consistency, and partner with Talent, HRIS, HR, and business leaders to ensure accurate role classification, career framework alignment, and effective organizational application.

REQUIRED QUALIFICATIONS

• Bachelor’s degree in Human Resources, Economics, Statistics, Business, Finance, Data Analytics, or a related field, or equivalent relevant experience
• 8+ years of progressive compensation, market pricing, labor-market analytics, workforce analytics, or related experience
• Recognized expertise in compensation survey data, job matching, market pricing, pay structure analysis, and interpretation of market practices
• Demonstrated experience developing solutions to complex, ambiguous business questions using multiple data sources and innovative analytical approaches
• Advanced proficiency in quantitative, analytical, and data science methodologies, including Excel; experience with data visualization, statistical analysis, predictive modeling, and business intelligence platforms (e.g., Power BI, or similar)
• Experience advising senior leaders and communicating complex market findings on significant compensation and workforce matters

DESIRED / PREFERRED QUALIFICATIONS

• Advanced degree, or recognized compensation qualification
• Experience with global survey vendors, large-scale compensation datasets, and labor-market intelligence platforms
• Experience in manufacturing, technology, semiconductors, or other complex and geographically diverse talent markets

SKILLS / COMPETENCIES

• Develops and applies compensation market intelligence frameworks with deep expertise in benchmarking, survey methodology, and pay structure analysis
• Diagnoses complex, ambiguous labor-market and pay questions and builds innovative analytical solutions using multiple data sources and structured problem-solving approaches
• Applies advanced analytics and data science techniques to identify patterns, forecast labor-market and compensation trends, develop predictive insights, and answer complex workforce and pay questions using diverse internal and external data sources
• Synthesizes market, workforce, and business data into forward-looking strategic insights and early identification of emerging risks and opportunities
• Communicates complex data findings clearly and compellingly to senior stakeholders through structured narratives, visualizations, and executive-ready outputs
• Influences compensation and workforce decisions at senior and executive levels through credible, evidence-based consulting without direct authority
• Applies rigorous standards for methodology documentation, data quality, and benchmarking consistency across global and diverse talent markets

MEASURES OF SUCCESS / FIRST 6–12 MONTH OUTCOMES

• Trusted, actionable market intelligence that improves compensation and workforce decisions
• Consistent global methodologies, data governance, and benchmarking quality
• Early identification of material labor-market risks and opportunities
• High credibility with senior stakeholders and effective external representation
• Useful, scalable insight products adopted by HR and business teams

WORK CONDITIONS / TRAVEL / SCHEDULE

Global scope; travel as required