Director of Compensation Programs & Strategy, Unity

• Significant experience leading global compensation program design and strategy
• Bachelor’s degree in HR, Finance, Business, or a related field
• Strong expertise in job architecture, market benchmarking, and pay-for-performance frameworks
• Experience managing compensation programs in Workday or similar HRIS systems
• Proven ability to lead complex, cross-functional initiatives with clarity and rigor
• Strong analytical and communication skills, with the ability to influence senior stakeholders

Desirable

• The Director, Compensation Programs & Strategy is responsible for leading the design, delivery, and evolution of Unity’s global broad-based compensation programs
• This role sets the strategic direction for base pay, bonus, equity refresh, job architecture, and recognition programs to ensure they are market competitive, aligned to Unity’s compensation philosophy, and built for scale
• The Director partners closely with embedded Total Rewards Consultants, Finance, Legal, HRIS, Talent Strategy, and Recruiting to ensure programs are effectively applied and translated into scalable, business-aligned solutions
• Success in this role requires systems thinking, cross-functional collaboration, and a focus on continuous improvement
• Lead the end-to-end strategy and execution of Unity’s annual global compensation cycle (base pay, bonus, equity refresh), including planning, systems readiness, training, and governance
• Own the global job architecture strategy, including job leveling, titling, career tracks, and integration with market benchmarking and Workday
• Design and evolve programmatic compensation frameworks, including equity refresh eligibility, bonus plan guardrails, pay-for-performance calibration, and promotion equity guidelines
• Build and maintain compensation ranges (salary and equity) that reflect market movement, business strategy, and fiscal goals
• Define the compensation narrative and partner with the VP of Total Rewards and People Communications on manager and employee enablement
• Develop and maintain tools, templates, and resources that help managers make informed, fair, and consistent compensation decisions
• Partner closely with Finance on headcount planning inputs, forecast modeling, budget governance, and alignment to company financial targets
• Serve as the primary point of contact for HR systems and analytics teams to operationalize compensation programs in Workday and across data systems
• Drive continuous improvement by analyzing program outcomes, gathering feedback, and identifying opportunities to streamline, simplify, and improve
• Partner with embedded Total Rewards Consultants to ensure compensation programs are applied effectively and customized for business unit needs
• Own the communication strategy for compensation programs in partnership with HR Communications and Total Rewards Consultants, ensuring program goals, process changes, and key decisions are clearly understood by managers and employees