Senior Director of Compensation, Equinix
CA$202-302k
+ Bonus.Salary applicable to Toronto - may vary in other locations
Digital infrastructure company
Be an early applicant
Digital infrastructure company
1001+ employees
Be an early applicant
CA$202-302k
+ Bonus.Salary applicable to Toronto - may vary in other locations
1001+ employees
Company mission
To provide finance, manufacturing, transport, government, and healthcare organizations a cloud-first world.
Role
Who you are
- Bachelor’s degree in Human Resources, Finance, Business Administration, or related field; MBA or advanced degree preferred
- Extensive compensation experience, with significant focus on global broad-based compensation, program design, analytics, governance, and public company environments
- Deep knowledge of global compensation regulations, governance trends, job architecture, levelling, incentive design, and payfor-performance principles
- Strong analytical and financial modelling skills, with high attention to detail and the ability to translate complex data into clear recommendations
- Exceptional communication and stakeholder management skills, including the ability to simplify complex compensation topics for global HR, business, and leadership audiences
- Strategic thinker with the ability to balance competitiveness, cost, risk, equity, governance, employee experience, and shareholder alignment
- High integrity, discretion, and judgment in handling sensitive compensation information and complex escalations
- Leadership experience, including managing and developing talent while fostering collaboration, accountability, inclusion, and operational excellence
What the job involves
- The Senior Director, Compensation is responsible for leading the strategy, design, execution, and governance of broad-based compensation programs for employees below the executive level across all global regions
- This role ensures compensation programs are marketcompetitive, equitable, performance-driven, operationally scalable, and aligned with Equinix’s business and talent strategies
- The role partners closely with senior HR, Finance, Legal, Talent Acquisition, Talent Management, business leaders, and People Experience teams to deliver clear compensation strategy, consistent processes, strong governance, and a positive manager and employee experience globally
- Global compensation strategy and design: Lead the strategy, design, and execution of global broad-based compensation programs, including base pay, annual incentives, long-term incentives, special awards, retention awards, and spot recognition programs
- Job architecture, levelling, and approvals: Develop and oversee global job evaluation, levelling, and compensation approval processes, partnering closely with HR and functional leadership to ensure consistency, fairness, and governance
- Market competitiveness and analytics: Oversee competitive benchmarking using survey data, peer reviews, compensation analytics, and financial modeling to support data-driven decisions and pay-for-performance alignment
- Stakeholder management and business partnering: Lead a team that partners with HR, Talent Acquisition, Talent Management, People Experience, Finance, Legal, and business leaders to provide compensation consultation and resolve complex escalations
- Governance, compliance, and risk management: Ensure global compensation programs comply with applicable regulatory requirements and company standards, including risk assessments, pay-for-performance reviews, process governance, and reporting requirements
- Program delivery and operational excellence: Oversee delivery of global pay programs, annual compensation cycles, incentive processes, equity award communications, and supporting manager and HR enablement materials
- Financial planning and cost management: Collaborate with Finance on compensation expense forecasting, budgeting, affordability analysis, and accounting implications for global programs
- Communications and enablement: Provide clear communication, training, and guidance to HR teams and managers on compensation philosophy, program design, process expectations, and decision-making guardrails
- Team leadership and development: Manage and develop a small team, fostering analytical rigor, trusted business partnership, operational discipline, and professional growth
- Enterprise operating system enablement: Accountable for ensuring localized enablement of Equinix’s operating system (i.e., Rhythm of the business) and championing the single operating system
Our take
Equinix is a veteran player in the digital infrastructure market, connecting industry-leading organizations in finance, manufacturing, retail, transportation, government, healthcare, and education.
The company provides a range of services within the categories of digital, support, data center, and interconnection, with capabilities including, for example, simplifying hybrid cloud deployments or securing on-site deployments. It has an extensive range of partners, granting its clients access to a vast range of industry-leading technologies atop its own offerings.
With a wide global presence, Equinix has secured a path to continued success by its ability to keep abreast of developments in the space. The company is comfortably positioned to remain a robust and leading player across multiple growth avenues and can be expected to make more smart developments and partnerships in the future.
Kirsty
Company Specialist at Welcome to the Jungle
Insights
9% employee growth in 12 months
Company
Company HQ
Redwood Shores, Redwood City, CA
Leadership
Adaire Fox-Martin
(CEO & President)Prior to becoming CEO of Equinix in 2024, Adaire spent nearly 3 years at Google in various roles, including Head of Google Ireland and President of Google Cloud Go to Market. She also spent nearly 14 years at SAP and over 18 years at Oracle Corporation.
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