Director, Global Compensation

Make Your Mark:

You'll Get To:

• Serve as a key leader within the Total Rewards function, working closely with the VP to develop and execute the company's global compensation strategy.
• Own and direct the annual global compensation planning process, including the strategy, budget modeling, and recommendations for merit, incentives, promotions, and equity programs.
• Lead the design, implementation, and ongoing management of the company's global compensation structure, base pay programs, and job architecture.
• Drive the strategy for gathering competitive intelligence and insights on pay levels and practices to ensure the company's competitive positioning in all global markets. Own the development of quantitative models to formulate recommendations and updates.
• Serve as the lead strategic advisor to senior business leaders and HR Business Partners on complex compensation philosophies, programs, and policies, developing innovative solutions for high-impact, compensation-related business challenges.
• Partner with the HR Technology team to define the roadmap for compensation systems and tools, ensuring programs are effectively implemented, managed, and scalable.
• Develop and implement a comprehensive communication strategy to effectively educate the People team, managers, and employees on compensation plans, policies, and philosophies.
• Ensure all compensation programs and practices are in compliance with federal, state, provincial, and local regulations globally, maintaining an expert knowledge of current and emerging legal requirements.

What You'll Bring:

• Bachelor's Degree in Human Resources, Business, Finance, or a related field. MBA or relevant advanced degree is preferred.
• Minimum of 8-10 years of progressively responsible experience in global broad-based compensation, with significant experience in a leadership or strategic role.
• Demonstrated experience designing and driving large-scale compensation implementations requiring process changes, project management, and change management.
• Experience supporting executive compensation programs and Compensation Committee materials.
• Excellent leadership skills, with the ability to interact effectively with people of diverse styles, make informed decisions, and constructively leverage different perspectives.
• Extensive knowledge of and ability to interpret and apply Federal and Multi-State laws and regulations relating to compensation, including FLSA.
• Strong business and financial acumen with an ability to translate strategy into action and an excellent approach to problem analysis and resolution at both a strategic and functional level.
• Exceptional communication and presentation skills, with the ability to generate clear problem definitions and influence senior-level stakeholders.
• Significant experience working with HR technology (Workday a plus), data interfaces, and reporting, with strong PowerPoint and Excel skills.
• A progressive thinker who can effectively navigate ambiguity, manage shifting priorities, and work within a fast-paced environment. Who You Are:
• A Beacon of Principle: You have a deep-seated understanding of compensation philosophy and are passionate about being a subject matter expert and evangelist for these principles across the business.
• A Steward of Data: You are meticulous and detail-oriented, with an unwavering commitment to data integrity. You understand that you are a guardian of our most sensitive information and operate with the highest level of accountability and discretion.
• A Trusted Advisor: You build relationships based on trust and expertise. Leaders and partners see you as a go-to resource who provides clear, strategic, and actionable guidance.
• A Proactive Problem-Solver: You are a progressive thinker who can navigate ambiguity, connect strategy to execution, and bring structure and clarity to complex challenges in a fast-paced environment.

Thrive at BlackLine Because You Are Joining:

• A technology-based company with a sense of adventure and a vision for the future. Every door at BlackLine is open. Just bring your brains, your problem-solving skills, and be part of a winning team at the world's most trusted name in Finance Automation!
• A culture that is kind, open, and accepting. It's a place where people can embrace what makes them unique, and the mix of cultural backgrounds and varying interests cultivates diverse thought and perspectives.
• A culture where BlackLiner's continued growth and learning is empowered. BlackLine offers a wide variety of professional development seminars and inclusive affinity groups to celebrate and support our diversity.

BlackLine is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to sex, gender identity or expression, race, ethnicity, age, religious creed, national origin, physical or mental disability, ancestry, color, marital status, sexual orientation, military or veteran status, status as a victim of domestic violence, sexual assault or stalking, medical condition, genetic information, or any other protected class or category recognized by applicable equal employment opportunity or other similar laws.

BlackLine recognizes that the ways we work and the workplace itself has shifted. We innovate in a workplace that optimizes a combination of virtual and in-person interactions to maximize collaboration and nurture our culture. Candidates who live within a reasonable commute to one of our offices will work in the office at least 3 days a week.

Salary Range:

Pay Transparency Statement:

Placement within this range depends upon several factors, including the applicant's prior relevant job experience, skill set, and geographic location.

In addition to base pay, BlackLine also offers short-term and long-term incentive programs, based on eligibility, along with a robust offering of benefit and wellness plans.

We are committed to pay transparency and ensuring candidates have clear information about compensation expectations. For roles that include variable incentive components such as an Incentive Compensation Plan (ICP) or On-Target Earnings (OTE), the compensation structure may follow a split model – for example, a 50/50, 70/30, or 60/40 ratio between base salary and variable incentive.

BlackLine is committed to creating an inclusive and accessible experience for all candidates. If you require a reasonable accommodation that would better enable your success during the application or interview process, please complete this form.

Accommodations:

BlackLine is committed to creating an inclusive and accessible experience for all candidates. If you require a reasonable accommodation that would better enable your success during the application or interview process, please complete this form.