Director, Global Compensation (Hybrid)

About Us:

 

Proofpoint is a global leader in human- and agent-centric cybersecurity. We protect how people, data, and AI agents connect across email, cloud, and collaboration tools. Over 80 of the Fortune 100, 10,000 large enterprises, and millions of smaller organizations trust Proofpoint to stop threats, prevent data loss, and build resilience across their people and AI workflows. Our mission is simple: safeguard the digital world and empower people to work securely and confidently. Join us in our pursuit to defend data and protect people.

How We Work:

At Proofpoint you’ll be part of a global team that breaks barriers to redefine cybersecurity guided by our BRAVE core values: 

Bold in how we dream and innovate

Responsive to feedback, challenges and opportunities

Accountable for results and best in class outcomes

Visionary in future focused problem-solving

Exceptional in execution and impact

Position Summary

Proofpoint is seeking an experienced Director, Global Compensation to lead the strategy, design, governance, and execution of our global broad-based compensation programs. Joining in January 2027, this is a unique opportunity to shape and evolve our global compensation strategy during an exciting phase of growth, partnering closely with senior leaders to develop innovative, business-aligned programs that attract, retain, and reward exceptional talent around the world.

Location & Work Model  

This role requires an onsite presence at one of our hubs in Draper, UT; Sunnyvale, CA; or Pittsburgh, PA ~four office days per week and includes a lunch stipend along with opportunities to participate in onsite events.

 

Reporting to the Vice President, Total Rewards, this role will lead

key compensation programs supporting a complex, global workforce,

including annual compensation planning, global job architecture, pay equity, incentive compensation, and compensation-related policies and governance.

 

This leader will serve as a trusted compensation advisor to HR and

business leaders while also providing strong operational leadership to

the Compensation team. The successful candidate will combine deep

compensation expertise with the ability to simplify complexity,

establish clear processes and accountability, and independently drive

major compensation initiatives from strategy through execution.

 

This role requires someone who can operate effectively in a fast-paced

environment, make sound decisions with imperfect information, and

bring forward solutions—not simply identify problems.

 

KEY RESPONSIBILITIES

 

Global Broad-Based Compensation

• Lead the design, administration, and ongoing evolution of global broad-based compensation programs.
• Own global job architecture and provide governance for changes and requests.
• Ensure compensation programs remain competitive, scalable, internally equitable, and aligned with Proofpoint's compensation philosophy and business strategy.
• Evaluate market trends and emerging compensation practices and recommend appropriate changes to programs and policies.
• Establish consistent compensation principles while appropriately accounting for geographic and market differences.

 

Annual Compensation Programs

• Lead the end-to-end planning and execution of annual compensation cycles, including merit and bonus planning.
• Partner with HR Operations, HRIS, Finance, HR Business Partners, and other stakeholders to ensure accurate and timely execution.
• Identify risks, dependencies, and issues early and drive them to resolution.
• Conduct post-cycle reviews and continuously improve processes, tools, controls, and the manager and employee experience.

 

Job Architecture & Market Competitiveness

• Lead and maintain global job architecture, including job families, levels, career structures, and associated compensation frameworks.
• Ensure jobs are appropriately leveled and benchmarked and that compensation structures support both internal consistency and external competitiveness.
• Provide governance for new jobs, leveling decisions, organizational changes, and other compensation-related requests.
• Partner with HR Business Partners and Talent Acquisition to address complex market and leveling questions.

 

Pay Equity & Compliance

• Lead compensation-related pay equity analysis and remediation activities in partnership with Legal and other stakeholders.
• Support global pay transparency and compensation-related regulatory requirements.
• Establish appropriate governance and documentation for compensation decisions.
• Partner with Legal, HR, and business leaders to identify and address potential compensation risks.
• Ensure compensation practices are applied consistently and defensibly across the organization.

 

Compensation Consulting & Business Partnership

• Serve as a senior compensation advisor to HR Business Partners and business leaders.
• Translate complex compensation concepts and data into clear, actionable recommendations.
• Balance market competitiveness, internal equity, business needs, affordability, and employee impact when developing recommendations.
• Appropriately challenge requests that are inconsistent with compensation philosophy, internal equity, or established governance.
• Build credibility with stakeholders through sound judgment, responsiveness, and practical solutions.

 

Team Leadership

• Lead, develop, and coach members of the broad-based Compensation team.
• Establish clear ownership and accountability across the team so work is driven at the appropriate level.
• Develop the team's technical compensation capabilities and business acumen.
• Create an environment in which team members raise issues early, propose solutions, and take accountability for delivering results.

 

Operational Excellence

• Lead the development of intelligent pay frameworks using predictive analytics to proactively manage compensation risk and reward alignment
• Collaborate with HR, People Analytics, and Technology teams to deploy responsible, scalable AI solutions in Total Rewards processes.

• Lead the development of intelligent pay frameworks using predictive analytics to proactively manage compensation risk and reward alignment.
• Establish clear processes, decision rights, documentation, controls, and escalation paths.
• Use data and technology to improve decision-making and scalability while maintaining appropriate human judgment and governance.

 

QUALIFICATIONS

• 10+ years of progressive compensation experience, with significant experience leading global broad-based compensation programs.
• Demonstrated experience designing and managing compensation programs within a large, complex, global organization.
• Strong analytical, business judgment and problem solving skills.
• Experience leading and developing compensation professionals.
• Excellent communication and relationship building skills, partnering with senior leaders.
• Bachelor's degree or equivalent experience required; CCP or other
• relevant certification is a plus.

 

#LI-JK1

 

Why Proofpoint?

At Proofpoint, we believe that an exceptional career experience includes a comprehensive compensation and benefits package. Here are just a few reasons you’ll love working with us:

• Competitive compensation

• Comprehensive benefits

• Career success on your terms

• Flexible work environment

• Annual wellness and community outreach days

• Always on recognition for your contributions

• Global collaboration and networking opportunities

 

Our Culture:

Our culture is rooted in values that inspire belonging, empower purpose and drive success-every day, for everyone.

We encourage applications from individuals of all backgrounds, experiences, and perspectives. If you need accommodation during the application or interview process, please reach out to accessibility@proofpoint.com.

 

How to Apply

Interested? Submit your application along with any supporting information- we can’t wait to hear from you!

Consistent with Proofpoint values and applicable law, we provide the following information to promote pay transparency and equity. Our compensation reflects the cost of labor across several U.S. geographic markets, and we pay differently based on those defined markets as set out below. Pay within these ranges varies and depends on job-related knowledge, skills, and experience. The actual offer will be based on the individual candidate. The range provided may represent a candidate range and may not reflect the full range for an individual tenured employee. This role may be eligible for variable compensation and/or equity. We offer a competitive benefits package, including flexible time off, a comprehensive well-being program with two paid Wellbeing Days and two paid Volunteer Days per year, plus a three-week Work from Anywhere option.

Base Pay Ranges:

SF Bay Area, New York City Metro Area:

Base Pay Range: 200,300.00 - 293,810.00 USD

California (excludes SF Bay Area), Colorado, Connecticut, Illinois, Washington DC Metro, Maryland, Massachusetts, New Jersey, Texas, Washington, Virginia, and Alaska:

Base Pay Range: 167,300.00 - 245,355.00 USD

All other cities and states excluding those listed above:

Base Pay Range: 152,900.00 - 224,235.00 USD