Deputy Director, Global Compensation

At the Bill & Melinda Gates Foundation we believe that by creating an environment for our employees to personally and professionally thrive, we will have maximum impact toward our missions to achieve our vision.

To learn more about our vision and missions, please visit our website at www.gatesfoundation.org.

To learn more about career opportunities at the Bill & Melinda Gates Foundation, please visit our Careers site at www.gatesfoundation.org/careers.

Leadership & Culture

Our culture shapes our choices about what we do and how we do it. We believe that energized people, working well together, fueled by great leadership in an inclusive environment can do extraordinary things. We expect foundation employees to intentionally and consistently embody our four agreements; show respect, offer trust, be transparent, and create energy. We expect foundation leadership to demonstrate our leadership principles. As a leader, you are responsible for:

• Serving as a foundation leader and owner of key relationships, providing guidance and oversight on how the foundation will strategically engage and interact with key partners.

• Contributing to the advancement of the foundation’s mission and impact by creating an environment of optimism, collaboration, rigor and innovation.

• Leading a function within HR and collaborate with other HR leaders and CHRO to ensure optimal human capital performance.

We are inspired by the mission, All Lives Have Equal Value, and are compelled by the opportunity to make an impact. Along with our partners, we take on complex challenges; we continually test new approaches and embrace change where it will facilitate the best outcome. Thus, the Human Resources organization is on a mission to evolve how we work by: pushing for greater transparency so people have access to information they need to make smart decisions, creating energy to support a thriving workforce, showing respect so everyone can bring their best authentic self to work every day.

Position Summary

The Deputy Director (DD), Global Compensation will be a key member of the Total Rewards leadership team within the foundation’s Human Resources Division. Based in Seattle, this role will manage the compensation function and develop effective strategies for attracting, motivating, and developing people needed to fulfill our mission.

In partnership with other Total Rewards leaders, this role will be critical in the development and implementation of the foundation’s Total Rewards Philosophy and Strategy. The Deputy Director will work closely with internal and external partners to build sophisticated compensation insights and understanding consistently across the organization.

Core Responsibilities

Lead the compensation function in support of foundation objectives, including:

• Provide strategic thought leadership to refine and implement the global compensation strategy as a part of Total Rewards;

• Design, build, implement and maintain the foundation’s compensation programs; establish and administer compensation policies and guidelines; lead compensation projects and initiatives; keep up with competitive pay practices, industry trends, compensation-related legislation and compliance issues;

• Provide thought partnership on a broad array of compensation issues based on deep experience (i.e., global compensation practices, talent market, diversity and inclusion principles, technology, compensation and benefit programs/tools, data analytics, career pathing, etc.); this includes working closely with business leaders, HR business partners and other COE teams to provide information and support business requirements

• Ability to advise at varying levels in a complex environment and influence outcomes in line with the compensation philosophy and policies;

• Lead internal and external partner management; including acting as point and spokesperson for compensation with foundation colleagues, HR leadership team, senior leadership and vendors;

• Lead all aspects of development of measurement frameworks and apply insights to improve and innovate on approaches;

• This role may manage people and may be responsible for hiring the talent needed to achieve our goals, ensuring successful employee onboarding, providing coaching, measuring progress and holding people accountable, supporting employee development, and recognizing achievement and lessons learned;

• Manage budget and assume responsibility for vendor management, contracts, and outsourced suppliers.

Position Reports to: Director, Total Rewards

Desired Capabilities

• Sharp, strategic, creative and inspiring leader

• Experience in a dynamic, deadline-oriented environment with demonstrated ability to balance multiple and competing demands and establish priorities, while providing continual attention to detail

• Deep technical knowledge and application of compensation principles and processes

• Solid grasp and understanding of compensation regulations

• Experience in developing and managing strong relationships inside and outside the organization, managing conflicts, and building consensus

• Ability, curiosity, and willingness to learn from experiences and failures to adapt and adopt new ways of being and thinking to further the impact of the Foundation (e.g., take risks, challenge status quo, be open)

• Understand the formal and informal intersections and interdependencies to be able to frame the problem, evaluate issues, see downstream affects, and identify future implications across the end-to-end system to help prioritize solutions

• Preference for international experience and shown cultural competency

• Strong and collaborative teammate with a sense of humor and humility; a ‘roll up your sleeves’ standout colleague

• Passion for the foundation’s mission and core values

Education and Experience

Preferred education and experience is an advanced degree with 10+ years of broad experience in global compensation (divisional or organization-wide), ideally gained through experience working in multiple, dynamic environments.

Demonstrated expertise with compensation principles, processes, and systems, as well as process improvement, and analytics-based decision making.

• Must be able to legally work in the country where this position is located without visa sponsorship.

**The foundation requires a COVID-19 vaccination for in-person business in the United States. Therefore, all U.S. employees are required to present proof of vaccination status upon hire unless they qualify for a medical or religious exemption.

As part of our standard hiring process for new employees, employment with the Bill & Melinda Gates Foundation will be contingent upon successful completion of a background check.

The Bill & Melinda Gates Foundation is dedicated to the belief that all lives have equal value. We’re committed to creating a workplace where employees thrive both personally and professionally. We also believe our employees should reflect the rich diversity of the global populations we aim to serve—in race, gender, age, cultures and beliefs—and we support this diversity through all of our employment practices.

All applicants and employees who are drawn to serve the mission of the Bill & Melinda Gates Foundation will enjoy equality of opportunity and fair treatment without regard to:

• Race
• Color
• Age
• Religion
• Pregnancy
• Sex
• Sexual Orientation
• Disability
• Gender Identity
• Gender Expression
• National Origin
• Genetic Information
• Veteran Status
• Marital Status
• Prior Protected Activity