Senior Manager, Compensation (Executive & Special Projects)

Make an impact at NTT Global Data Centers

Join NTT Global Data Centers and be part of a team that drives innovation and sustainability in the digital world. With over 150 data centers across more than 20 countries globally, we offer unparalleled opportunities to work on cutting-edge technology and transformative projects. Experience a collaborative, innovative, and inclusive workplace where your ideas are valued, and your growth is supported.

Your role at a glance
The Senior Manager – Global Compensation serves as a strategic compensation partner to business and HR leaders and leads a team responsible for designing, implementing, and governing compensation programmes across established and emerging markets.

The role brings global compensation frameworks and leading practices into new markets, conducts market and regulatory research, and establishes locally relevant rules and operating practices aligned with global policy. It also leads executive compensation and incentive programmes that support executive attraction, retention, motivation, performance and sound governance.

What we are looking for

KEY responsibilities

Compensation Strategy & Market Expansion

- Act as the lead compensation partner to business and HR leaders, translating business strategy, workforce plans and talent priorities into practical compensation solutions for new markets.

- Lead the compensation workstream for entry into new markets, from initial assessment and design through implementation, communication and ongoing governance.

- Bring global compensation frameworks, principles and leading practices into new markets, adapting them where required for local legislation, market conditions, talent needs and business maturity.

- Establish market-entry compensation rules, salary structures, pay positioning, job and grade alignment, incentive eligibility, approval authorities and operating procedures in line with global policy.

- Provide clear, evidence-based recommendations on market competitiveness, internal equity, affordability, workforce cost and talent risk.

Total Rewards

- Participate in the design, implementation and continuous improvement of global compensation programmes, including base pay, annual salary review, short-term incentives and other reward arrangements.

- Develop scalable reward solutions that support business growth while maintaining consistency, internal equity, cost discipline and employee experience.

- Monitor programme effectiveness and recommend changes based on business outcomes, employee impact, market practice and emerging risks.

Executive Compensation & Incentives

- Lead the design, review and administration of executive compensation and incentive programmes, including executive pay positioning, short- and long-term incentives, retention arrangements and other executive reward provisions.

- Prepare executive compensation analyses, modelling, recommendations and decision materials for senior management and relevant governance forums.

- Ensure executive reward outcomes are performance-linked, market-informed, internally consistent, affordable and compliant with applicable governance and regulatory requirements.

- Partner with Finance, Legal, HR and business leadership on executive hiring, promotion, retention, performance and succession-related reward decisions.

Market Trend and Data Analytics

- Lead comprehensive research for new markets, covering compensation levels and practices, talent availability, competitor positioning, economic conditions, statutory requirements, tax considerations and relevant regulatory developments.

- Source and evaluate reliable market data, determine appropriate peer groups and develop evidence-based market entry recommendations.

- Partner in develop analytics and metrics to assess market competitiveness, pay equity, incentive effectiveness, workforce investment and programme outcomes.

- Maintain ongoing market intelligence and recommend timely adjustments as the new market and business evolve.

Governance, Compliance & Policy Management

- Ensure compensation and executive reward practices comply with applicable legislation, regulatory requirements, internal policies and governance standards.

- Establish controls, approval pathways and audit-ready records for compensation decisions and programme administration.

- Identify policy gaps and implementation risks, escalate material issues and recommend pragmatic solutions that protect global consistency while meeting local needs.

Stakeholder Partnership

- Build trusted partnerships with senior executives, HR, Finance, Legal, Talent Acquisition, HRIS and business leaders to shape and execute compensation priorities.

- Provide clear and pragmatic advice on executive compensation, incentives, offers, pay actions, organisational design and policy interpretation.

- Lead cross-functional alignment for new-market readiness, ensuring interdependencies, ownership, decisions and implementation timelines are understood.

- Communicate complex reward concepts in concise, decision-oriented language for executive and non-specialist audiences.

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Team Leadership & Delivery

- Lead, coach and develop the compensation team, setting clear priorities, accountabilities and quality standards when venture into new markets.

- Build team capability in market analytics, advisory skills, programme management and governance, while encouraging collaboration and continuous improvement.

- Create repeatable tools, playbooks and knowledge-transfer practices that enable consistent execution across markets.

KNOWLEDGE & ATTRIBUTES

·        Deep expertise in global compensation, executive compensation and incentive design, with strong knowledge of market benchmarking, salary structures and workforce cost management.

·        Strong understanding of compensation governance, employment and pay-related regulation, and the practical considerations involved in entering and operating in new markets.

·        Ability to balance global consistency with local market requirements and translate policy into workable rules, processes and controls.

·        Advanced analytical, financial modelling and problem-solving capability, with sound judgement in ambiguous and fast-paced environments.

·        Executive presence and excellent communication, stakeholder management and influencing skills.

·        Strong people leadership and programme management capability, with a track record of building effective teams and leading cross-functional initiatives.

·        Commercially minded, pragmatic and able to convert research and data into clear business recommendations.

ACADEMIC QUALIFICATIONS & CERTIFICATIONS

·     Bachelor’s degree in Human Resources, Business Administration, or related field.

REQUIRED EXPERIENCE

·        10+ years of progressive experience in compensation and Total Rewards, including significant global or multi-country responsibility.

·        Demonstrated experience acting as a senior compensation partner to executives, HR and business leaders.

·        Proven experience designing or governing executive compensation, short- and/or long-term incentive, retention or other executive reward programmes.

·        Experience developing compensation frameworks and operating practices for new countries, business launches, acquisitions or other market-entry scenarios.

·        Strong experience in market research, benchmarking, financial modelling, workforce cost analysis and reward governance.

·        Proven success leading teams and complex cross-functional programmes from design through implementation and ongoing operation.

PHYSICAL requirements

•        Primarily sitting with some walking, standing, and bending.

•        Able to hear and speak into a telephone.

•        Close visual work on a computer terminal.

•        Dexterity of hands and fingers to operate any required to operate computer keyboard, mouse, and other technical instruments

Work conditions & other requirements

•        This position is expected to be remote for the foreseeable future with an occasional need to be onsite in a shared work environment.

•        Must have flexible work schedule to accommodate across global business hours

Who we are

As the third largest data center provider, we operate over 150 data centers in more than 20 countries and regions. We understand that every business – large and small – has its own unique needs and goals. We offer local-to-global data center expertise, aligned with our connected platform of AI-ready data centers to create solutions that enable our clients to seamlessly scale their digital businesses, anywhere and anytime.