Vice President, Global Compensation

Condé Nast is a global media company producing the highest quality content with a footprint of more than 1 billion consumers in 32 territories through print, digital, video and social platforms. The company’s portfolio includes many of the world’s most respected and influential media properties including Vogue, Vanity Fair, Glamour, Self, GQ, The New Yorker, Condé Nast Traveler/Traveller, Allure, AD, Bon Appétit and Wired, among others.Job Description

Location:

London, GB

The Vice President, Global Compensation, is the senior-most leader responsible for designing, governing, and executing Condé Nast’s global compensation strategy. Reporting directly to the Chief People Officer, this role oversees broad-based compensation, executive compensation, incentive design, and global job architecture for a multi-brand, multi-country organization.

This leader will oversee modern, scalable frameworks that promote internal equity, transparency, agility, and market competitiveness—while ensuring compliance with global regulatory requirements and supporting Condé Nast’s evolving business needs.

The VP will serve as a strategic advisor to the CPO, CFO, Executive Leadership Team, and (where applicable) the Board / Compensation Committee on all matters related to compensation. They will combine strategic vision with strong operational execution and influence across a complex, creative, global organization.

Key ResponsibilitiesCompensation Strategy & Governance

• Lead the global compensation strategy aligned with business priorities, financial plans, and talent needs.

• Establish and maintain a global compensation governance framework (policies, decision rights, approval workflows, audits).

• Ensure compliance with local and regional regulatory requirements, including UK/EU pay transparency, US state laws, and global reporting standards.

• Develop market-competitive pay structures and benchmarking standards across functions, brands, and regions.

Global Job Architecture & Organizational Design

• Maintain and implement a global job architecture framework, including job families, leveling, titling, and career pathways.

• Ensure frameworks support organizational agility, talent mobility, pay equity, and strategic workforce planning.

• Partner with People Business Partners, Finance, and business leaders to embed the framework consistently across geographies.

Executive Compensation

• Support the CPO, CFO, and ELT on executive compensation philosophy, design, competitiveness, and governance.

• Partner with Legal, Finance, and (where applicable) Board/Compensation Committee on executive pay planning, disclosures, and regulatory compliance.

• Oversee equity compensation and long-term incentive plan architecture.

Compensation Operations & Technology

• Lead global compensation cycles (merit, bonus, equity), driving process efficiency, automation, and system scalability.

• Partner with Technology Teams on Workday compensation configurations, market benchmarking tools, and analytics dashboards.

• Drive adoption of compensation analytics, market intelligence, and predictive workforce modeling.

Business Leadership & Consulting

• Serve as the Compensation subject-matter expert to senior executives and HR teams.

• Work closely with cross-functional partners (Finance, Legal, Talent, HR Ops) to ensure alignment and operational excellence.

Team Leadership & Development

• Build, lead, and develop a high-performing global compensation team.

• Foster a culture of analytical rigor, customer service, collaboration, and continuous learning.

• Ensure the team has the tools, systems, and skills needed to deliver at scale globally.

Change Leadership & Stakeholder Engagement

• Communicate complex reward principles with clarity and influence at all levels of the organization.

• Build trusted relationships with senior leaders across brands and markets.

• Lead change management efforts connected to compensation, incentive redesign, and job architecture implementation.

Key Competencies

• Business-Oriented Decision Making – Aligns compensation strategy with business performance and financial direction.

• Global Mindset – Understands regional differences, compliance, and cultural nuances.

• Analytical & Data Fluent – Strong command of analytics, modeling, and HR technology.

• Influential Leadership – Able to navigate complexity, guide senior stakeholders, and drive consensus.

• Courage & Integrity (“Light Shiner”) – Speaks truth to power, safeguards fairness, and advocates for employee experience.

• Operational Excellence – Builds scalable processes, ensures accuracy, and leads with discipline.

• Learning Agility – Adapts to evolving market and business dynamics, embraces innovation.

Qualifications

• 10+ years of progressive compensation leadership experience, including regional scope and executive compensation.

• Experience designing and implementing global job architectures.

• Strong expertise in UK, EU, and US compensation regulations.

• Experience partnering with executive teams.

• Proficiency with HRIS (Workday preferred), market survey tools, and compensation analytics platforms.

• Experience in matrixed, creative, or global media/technology organizations is an advantage.

What happens next?

If you are interested in this opportunity, please apply below, and we will review your application as soon as possible. You can update your resume or upload a cover letter at any time by accessing your candidate profile.

Condé Nast is an equal opportunity employer. We evaluate qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, age, familial status and other legally protected characteristics.