Shift4 (NYSE: FOUR) is boldly redefining commerce by simplifying complex payments ecosystems across the world. As the leader in commerce-enabling technology, Shift4 powers billions of transactions annually for hundreds of thousands of businesses in virtually every industry. For more information, visit www.shift4.com.
The Senior Manager, Global Compensation Programs leads the design, implementation, and governance of Shift4’s global compensation programs to ensure alignment with the company’s pay philosophy, business strategy, and global growth objectives. This role partners closely with HR, Finance, and business leaders to develop competitive, equitable, and scalable pay structures and incentive programs that attract, retain, and motivate top talent. The Senior Compensation Program Director drives compensation planning cycles, leads benchmarking and market analysis, and manages strategic compensation initiatives, ensuring consistency, compliance, and best-in-class practices across all regions.
Key Responsibilities:
Lead the design, management, and continuous improvement of global compensation programs, including base pay structures, incentive plans, and equity frameworks.
Oversee the annual compensation planning process (merit, bonus, and equity cycles) in partnership with HR Operations and Finance, ensuring accuracy, consistency, and adherence to budget.
Develop and maintain global salary structures and pay bands across functions, geographies, and job levels to ensure internal equity and external competitiveness.
Conduct and oversee market analysis using global compensation surveys (e.g., Radford, Mercer, Aon) to ensure alignment with targeted market positioning.
Manage compensation governance, policies, and compliance, including global pay transparency, pay equity reviews, and local labor regulations.
Partner with HR Business Partners and Talent Acquisition to provide strategic guidance on offers, promotions, and retention initiatives.
Lead compensation-related projects such as job architecture alignment, system implementations (Workday Advanced Compensation), and acquisition integrations.
Develop and deliver compensation education, communications, and tools for leaders to enable informed pay decisions.
Partner with the Total Rewards and Finance teams to forecast compensation spend and assess cost implications of compensation programs.
Monitor compensation trends and best practices, providing strategic recommendations to senior HR and business leaders.
Minimum Requirements:
7+ years of progressive experience in compensation or total rewards; experience managing global programs required.
Deep understanding of compensation strategy, market pricing, job evaluation, and incentive design.
Advanced analytical skills and proficiency with Excel; experience with compensation tools such as Radford, Mercer, or Workday Advanced Compensation preferred.
Strong project management and organizational skills with the ability to manage multiple programs simultaneously.
Demonstrated ability to influence and partner effectively with HR, Finance, and business leaders across geographies.
Knowledge of global regulatory requirements and trends, including pay transparency, FLSA, and EU pay directives.
Excellent communication and storytelling skills with the ability to translate data into actionable insights.
Experience in a high-growth, fast-paced, or global technology environment strongly preferred.
We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity and/or expression, status as a veteran, and basis of disability or any other federal, state or local protected class.
Skills Required
- 7+ years of progressive experience in compensation or total rewards
- Experience managing global compensation programs
- Deep understanding of compensation strategy, market pricing, job evaluation, and incentive design
- Advanced analytical skills and proficiency with Excel
- Strong project management and organizational skills
- Ability to manage multiple programs simultaneously
- Ability to influence and partner with HR, Finance, and business leaders across geographies
- Knowledge of global regulatory requirements and trends, including pay transparency, FLSA, and EU pay directives
- Excellent communication and storytelling skills
- Ability to translate data into actionable insights
- Experience with compensation tools such as Radford, Mercer, or Workday Advanced Compensation
- Experience in a high-growth, fast-paced, or global technology environment
Shift4 Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Shift4 and has not been reviewed or approved by Shift4.
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Healthcare Strength — Healthcare coverage is positioned as comprehensive, with medical, dental, and vision plans and the company covering the majority of U.S. premiums. Health insurance is also characterized as solid or comprehensive in parts of the material, supporting baseline benefits strength.
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Retirement Support — Retirement support includes a 401(k) with a company match up to 4% of salary in the U.S., reflecting a clear, structured contribution benefit. Pension programs are also described for some European locations, indicating additional retirement coverage in certain regions.
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Leave & Time Off Breadth — Time away benefits include paid time off, paid holidays, and dedicated paid volunteer time annually. Parental leave for both birthing and non-birthing parents is also included, expanding overall leave breadth.
Shift4 Insights
What We Do
Shift4 (NYSE: FOUR) is boldly redefining commerce by simplifying complex payments ecosystems across the world. As the leader in commerce-enabling technology, Shift4 powers billions of transactions annually for hundreds of thousands of businesses in virtually every industry.
