This role reports and partners with the SVP, Total Rewards with accountability for driving and influencing the design, development and execution of Yahoo’s global compensation programs, processes and initiatives inclusive of salary and annual incentive planning, compensation analysis and job architecture, sales compensation, executive compensation and long-term incentives.

• Designs and drives innovative and market-responsive compensation approaches that are both scalable and impactful.
• Partners closely with senior business leaders and HR partners to understand business and talent strategies to effectively align rewards decisions and strategies.
• Provides comprehensive and value-added consulting support and thought leadership in all areas of reward and recognition to meet the demands of a competitive marketplace while ensuring fair and equitable pay.
• Leads global compensation benchmarking and related analytics to proactively evaluate the competitiveness of our compensation programs and make recommendations for adjustments as necessary
• In partnership with HR colleagues, reimagine our job architecture to align with the company’s talent strategy
• Leads the design and owns the execution of company-wide annual compensation processes
• Develops employee compensation communications strategies and collaborates with internal teams for implementation.
• Develops key cross-functional partnerships across the organization, including working with global finance on headcount planning, budgeting and forecasting; and with legal to ensure compliance of our programs.
• Manages and deepens partnerships with key vendors and external partners that will enrich our thinking and programs with industry insights and ensure that our programs remain competitive.
• Leads the compensation team, including SMEs in executive and sales compensation, ensuring ongoing development; provides constructive and timely performance feedback.

• 12+years of progressive leadership in global compensation, preferably within the high tech/internet/media industry pre-IPO and post-IPO
• Demonstrated ability to craft and implement forward-thinking compensation strategies to support business objectives and employee needs.
• Ability to focus on critical objectives that add the most value and deliver results within a matrixed global organization (HR shared services)
• Must be able to work and partner exceptionally well from a virtual perspective
• Has a track record of building strong teams while being a player coach