2 weeks ago

Executive Compensation Director

Wolters Kluwer

Alphen aan den R…

2 weeks ago

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The Director of Executive Compensation provides enterprise-level leadership for compensation strategy, governance, and execution across assigned business units and/or global functions, focused on executive roles. This role serves as a senior advisor to executive leadership, ensuring compensation programs align with business strategy, talent priorities, and external market dynamics. The Director leads the design, governance, and continuous evolution of global executive compensation programs, drives consistency and scalability across regions, and establishes decision frameworks for complex compensation matters.

RemoteFull-timeDirectorCompensation StrategyExecutive Compensation

Executive Compensation Director

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RemoteFull-timeDirectorCompensation Strategy

Salary

Not specified

Work Location

Alphen aan den Rijn, South Holland, Netherlands, NL

Work Model

Remote

Experience Required

15 years

Employment Type

Full-time

Experience Level

Director

Core Qualifications

Technical (Must-have)

Compensation StrategyExecutive CompensationBase Pay DesignIncentive Plan DesignMarket AnalysisBenchmarkingData AnalyticsChange ManagementPolicy ImplementationMicrosoft Office SuiteWorkdayConsultingCommunicationNegotiationPresentation

Soft Skills

LeadershipMentoringInfluenceCollaborationProblem SolvingCreativityAdaptabilityTeam-orientedFlexibility

Preferred Qualifications

Technical (Nice-to-have)

Compensation Professional CertificationKnowledge of HR Regulations

Key Responsibilities

•Owns and governs enterprise executive compensation philosophy, frameworks, and decision guidelines.
•Establishes governance models for base pay, incentive plans, and executive compensation decisions.
•Partners with senior HR and Finance leaders to ensure compensation programs are financially sustainable, competitive, and compliant globally.
•Leads, coaches, and develops compensation team members.
•Provides functional leadership across matrixed teams and regional/divisional partners.
•Provides counsel regarding the administration of executive reward programs.
•Oversees development of base pay programs and incentive harmonization in a global environment.
•Serves as a strategic partner to HR and Divisional leaders on compensation strategy.
•Leads compensation support for senior leadership populations.
•Leads the design, evaluation, and evolution of global base pay and incentive programs.
•Interprets complex market data and internal analytics.
•Anticipates market and regulatory trends and proactively evolves executive compensation programs.
•Owns enterprise-level communication strategy for executive compensation programs.
•Influences outcomes through data-driven storytelling and strong executive presence.
•Proactively identifies compensation roadblocks and recommends creative solutions.
•Uses technical compensation knowledge to develop models, evaluate processes, and monitor trends.
•Assesses strategies to ensure executive compensation programs are used effectively.
•Maintains rigor around the global career framework.
•Analyzes market data and makes recommendations regarding compensation packages.
•Partners with key stakeholders to achieve compensation outcomes.

Executive CompensationDirectorHuman ResourcesCompensation StrategyGlobalRemoteFull-timeWolters KluwerLeadershipData Analytics

Core Qualifications

Technical (Must-have)

Soft Skills

LeadershipMentoringInfluenceCollaborationProblem SolvingCreativityAdaptabilityTeam-orientedFlexibility

Key Responsibilities

•Owns and governs enterprise executive compensation philosophy, frameworks, and decision guidelines.

•Establishes governance models for base pay, incentive plans, and executive compensation decisions.

•Partners with senior HR and Finance leaders to ensure compensation programs are financially sustainable, competitive, and compliant globally.

•Leads, coaches, and develops compensation team members.

•Provides functional leadership across matrixed teams and regional/divisional partners.

•Provides counsel regarding the administration of executive reward programs.

•Oversees development of base pay programs and incentive harmonization in a global environment.

•Serves as a strategic partner to HR and Divisional leaders on compensation strategy.

•Leads compensation support for senior leadership populations.

•Leads the design, evaluation, and evolution of global base pay and incentive programs.

•Interprets complex market data and internal analytics.

•Anticipates market and regulatory trends and proactively evolves executive compensation programs.

•Owns enterprise-level communication strategy for executive compensation programs.

•Influences outcomes through data-driven storytelling and strong executive presence.

•Proactively identifies compensation roadblocks and recommends creative solutions.

•Uses technical compensation knowledge to develop models, evaluate processes, and monitor trends.

•Assesses strategies to ensure executive compensation programs are used effectively.

•Maintains rigor around the global career framework.

•Analyzes market data and makes recommendations regarding compensation packages.

•Partners with key stakeholders to achieve compensation outcomes.