Director, Global Compensation
We're seeking a US-based candidate, preferably local to Lexington. We also consider strong remote candidates within the US.
About Mimecast
The work people build is worth protecting, and it's harder to protect than it used to be. AI agents now move at machine speed with human-level access, and a small slip-up can become a very public one. We disrupt cybercriminal activity before that happens. We're a community built on respect, where everyone counts.
About the Position
Own Mimecast’s global pay program and reshape how compensation work gets done through digitalization, automation and AI. As Director, Global Compensation, you’ll combine strategy with hands-on delivery, working directly with business leaders to interpret data, challenge assumptions and solve pay problems. Your focus will be equipping leaders and HR teams to make informed decisions through better programs, guidance and self-service—not making every decision for them.
Reporting to the SVP, Global Total Rewards & HRIS, you’ll be part of Global Total Rewards & HR Tech and partner with business leaders and HR across North America, the UK, EMEA and APAC. Your remit spans global pay strategy, executive compensation and Board materials, equity design, incentive plans, compliance and employee enablement.
What you'll do
Pay strategy and global compliance
Own the global compensation strategy and pay philosophy, including job architecture, levelling, salary structures, geographic differentials and premium market treatment across operating countries.
Lead market pricing and survey strategy, from survey participation and benchmark selection to peer group construction and annual salary structure refreshes.
Regularly validate job profiles, market matches and compensation structures directly with business leaders and HR Business Partners, testing the underlying data rather than relying on sign-off alone.
Run annual merit, bonus and equity cycles in Workday, including calibration support, manager guidance and post-cycle audits.
Lead pay equity and pay transparency analysis, governance and compliance, including the EU Pay Transparency Directive, US state pay range and reporting requirements, UK gender pay gap reporting and local country rules.
Partner with Legal, Finance and regional HR on works councils, collective agreements and country-specific pay regulation.
Executive partnership and Compensation Committee
Advise executive leaders on benchmarking, package design, offer and retention modelling, promotions and internal equity decisions.
Own Compensation Committee pre-reads, scenario analysis, recommendations and follow-through on decisions, partnering with the CEO, CHRO, CFO, General Counsel and external advisors.
Equity design and strategy
Own the design, strategy and communications for Mimecast’s private equity stock program.
Model pool utilization, burn rate, dilution and remaining pool runway, including projections.
Design retention programs for critical talent and executives, including cash alternatives where equity is not the right instrument.
Work with Legal, external counsel, Payroll and stock administration on plan documents, 409A considerations, mobile employee taxation and grant mechanics.
Incentive plan management
Design and manage the annual bonus plan, including target setting, funding, metric design, accrual reviews with Finance and year-end true-ups. Use feedback from Finance and business leaders to challenge whether the design continues to meet business needs.
Support sales compensation on plan design, quota philosophy and total cash positioning.
Data, systems and AI transformation
Rebuild compensation workflows using Workday Advanced Compensation, Visier for analytics and Claude for modelling, drafting, enablement and scenario work.
Automate survey submissions, market pricing refreshes, range maintenance, cycle readiness checks and audit controls.
Deliver practical self-service: pay guidance for managers, offer support for…