Director, Global Compensation

Servco is seeking an experienced and strategic Director, Global Compensation to build and lead our enterprise compensation function during a transformative period of growth and organizational evolution. Reporting directly to the Chief People Officer, this role serves as the company's senior compensation expert and trusted advisor to executive leadership, the CFO, and the Compensation Committee on all matters related to compensation strategy, governance, executive pay, and pay-for-performance design.

As Servco's first enterprise compensation leader, you will establish the compensation philosophy, governance frameworks, job architecture, and compensation standards that support a diverse, multi-entity global organization. You will play a critical role in shaping executive compensation programs, driving workforce transformation initiatives, and creating scalable compensation practices that enable business growth while ensuring market competitiveness, internal equity, and sound governance.

This is a unique opportunity for a compensation leader who enjoys building from the ground up, influencing at the highest levels of an organization, and partnering across business units to create a modern, data-driven compensation strategy. If you are energized by solving complex compensation challenges, leading through influence, and delivering meaningful business impact, we invite you to join us in defining the future of rewards at Servco.

KEY OUTCOMES:

Enterprise Compensation Framework Built: Designs and implements Servco’s enterprise compensation philosophy, governance framework, job architecture, and leveling standards across all legal entities, providing the CPO and executive team with a defensible, documented foundation for all compensation decisions.

Executive Compensation Owned: Directly manages all executive compensation to include pay positioning, incentive design, and long-term incentive structures. Leads Compensation Committee preparation and support with confidence and credibility; executive pay decisions are well-supported, timely, and aligned with board expectations.

Business Unit Compensation Alignment: HI Mobility and AU business unit HR teams operate within a consistent, enterprise-defined compensation framework.

HI Transformation Supported: Leads compensation reset in alignment with Hawaii Workforce Transformation effort, supporting the HI Compensation team in completing current state assessment, designing future state, and delivering implementation roadmap on schedule.

Pay-for-Performance Implemented: Designs and implements a pay-for-performance structure connecting compensation to performance outcomes.

Team Built and Effective: Builds, leads, and develops a direct team of compensation professionals while effectively managing in a matrixed environment, establishing clear standards, enabling Business Unit HR partners to execute with confidence, and fostering a culture of rigor, discretion, and strong business partnership across both direct and indirect relationships.

QUALIFICATIONS

Education:

Bachelor’s degree and Master’s degree or MBA preferred.

Work Experience:

10+ years of progressive compensation experience, with at least 3 years in a senior or lead role owning total rewards design.

Direct, hands-on experience with executive compensation to include design, governance, and Compensation Committee interaction and serving as the primary compensation expert in those conversations.

Experience operating as a compensation center of excellence: establishing standards and frameworks that HR business partners and BU teams execute against.

Experience building or significantly redesigning compensation infrastructure in complex, multi-entity or multi-geography organizations.

Experience managing and developing a compensation team.

Familiarity with unionized environments and collectively bargained wage structures strongly preferred.

Prior experience in retail, automotive, or operationally complex industries a plus.

Skills:

Deep technical compensation expertise: market pricing, job architecture, salary structure design, incentive plan design, and executive pay.

Strong analytical and financial modeling capability; able to build business cases, model compensation scenarios, and track program effectiveness.

Able to translate complex compensation concepts into clear, actionable guidance for HR partners and senior business leaders.

Skilled at leading through influence: drives consistency and standards through BU HR teams without direct authority.

Strong executive presence and communication; credible and effective in conversations with the board, CFO, and ownership.

AI fluency and demonstrated curiosity for emerging technology; working knowledge of AI tools as applied to compensation and HR analytics, with a genuine drive to continuously learn including hands-on exploration of agentic AI applications that can automate and enhance compensation workflows.

Competencies:

Strategic Thinking

Executive Presence & Executive Stakeholder Management

Analytical Thinking & Data-Driven Decision Making

Builder’s Mentality / Bias for Action

Influencing Without Authority

Discretion & Judgment

Team Leadership & Development

Business Partnership

Licenses and Certifications:

Certified Compensation Professional (CCP) preferred.

No additional licenses or certifications required.

Location Flexibility:

This role is open to remote candidates within the United States, preferably on the West Coast. Relocation to Hawaii is not required; however, periodic travel to Hawaii and other business locations may be expected.

Pay Range: $137,300.00 - $208,660.00 per year