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- Tasks: Lead global compensation strategy and oversee executive pay planning.
- Company: Join Condé Nast, a leading global media company with iconic brands.
- Benefits: Competitive salary, inclusive culture, and opportunities for professional growth.
- Why this job: Shape compensation strategies that impact over 1 billion consumers worldwide.
- Qualifications: 10+ years in compensation leadership and expertise in global regulations.
- Other info: Dynamic environment with a focus on innovation and collaboration.
The predicted salary is between 72000 - 108000 ÂŁ per year.
Condé Nast is a global media company producing the highest quality content with a footprint of more than 1 billion consumers in 32 territories through print, digital, video and social platforms. The company’s portfolio includes many of the world’s most respected and influential media properties including Vogue, Vanity Fair, Glamour, Self, GQ, The New Yorker, Condé Nast Traveler/Traveller, Allure, AD, Bon Appétit and Wired, among others.
The Vice President, Global Compensation is the senior‑most leader responsible for designing, governing, and executing Condé Nast’s global compensation strategy. Reporting directly to the Chief People Officer, this role oversees broad‑based compensation, executive compensation, incentive design, and global job architecture for a multi‑brand, multi‑country organization.
Location: London, GB
Key Responsibilities:
- Lead the global compensation strategy aligned with business priorities, financial plans, and talent needs.
- Establish and maintain a global compensation governance framework (policies, decision rights, approval workflows, audits).
- Ensure compliance with local and regional regulatory requirements, including UK/EU pay transparency, US state laws, and global reporting standards.
- Develop market‑competitive pay structures and benchmarking standards across functions, brands, and regions.
Global Job Architecture & Organizational Design:
- Maintain and implement a global job architecture framework, including job families, leveling, titling, and career pathways.
- Ensure frameworks support organizational agility, talent mobility, pay equity, and strategic workforce planning.
- Partner with People Business Partners, Finance, and business leaders to embed the framework consistently across geographies.
Executive Compensation:
- Support the CPO, CFO, and ELT on executive compensation philosophy, design, competitiveness, and governance.
- Partner with Legal, Finance, and the Board/Compensation Committee on executive pay planning, disclosures, and regulatory compliance.
- Oversee equity compensation and long‑term incentive plan architecture.
Compensation Operations & Technology:
- Lead global compensation cycles (merit, bonus, equity), driving process efficiency, automation, and system scalability.
- Partner with Technology Teams on Workday compensation configurations, market benchmarking tools, and analytics dashboards.
- Drive adoption of compensation analytics, market intelligence, and predictive workforce modeling.
Business Leadership & Consulting:
- Serve as the Compensation subject‑matter expert to senior executives and HR teams.
- Work closely with cross‑functional partners (Finance, Legal, Talent, HR Ops) to ensure alignment and operational excellence.
Team Leadership & Development:
- Build, lead, and develop a high‑performing global compensation team.
- Foster a culture of analytical rigor, customer service, collaboration, and continuous learning.
- Ensure the team has the tools, systems, and skills needed to deliver at scale globally.
Change Leadership & Stakeholder Engagement:
- Communicate complex reward principles with clarity and influence at all levels of the organization.
- Build trusted relationships with senior leaders across brands and markets.
- Lead change management efforts connected to compensation, incentive redesign, and job architecture implementation.
Key Competencies:
- Business‑Oriented Decision Making – Aligns compensation strategy with business performance and financial direction.
- Global Mindset – Understands regional differences, compliance, and cultural nuances.
- Analytical & Data Fluent – Strong command of analytics, modeling, and HR technology.
- Influential Leadership – Able to navigate complexity, guide senior stakeholders, and drive consensus.
- Courage & Integrity (“Light Shiner”) – Speaks truth to power, safeguards fairness, and advocates for employee experience.
- Operational Excellence – Builds scalable processes, ensures accuracy, and leads with discipline.
- Learning Agility – Adapts to evolving market and business dynamics, embraces innovation.
Qualifications:
- 10+ years of progressive compensation leadership experience, including regional scope and executive compensation.
- Experience designing and implementing global job architectures.
- Strong expertise in UK, EU, and US compensation regulations.
- Experience partnering with executive teams.
- Proficiency with HRIS (Workday preferred), market survey tools, and compensation analytics platforms.
- Experience in matrixed, creative, or global media/technology organizations is an advantage.
What happens next?
If you are interested in this opportunity, please apply below, and we will review your application as soon as possible. You can update your resume or upload a cover letter at any time by accessing your candidate profile.
Condé Nast is an equal opportunity employer. We evaluate qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, age, familial status and other legally protected characteristics.
Seniority level: Executive
Employment type: Full‑time
Job function: Human Resources
Industries: Media Production
Vice President, Global Compensation in London employer: Conde Nast
Contact Detail:
Conde Nast Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Vice President, Global Compensation in London
✨Tip Number 1
Network like a pro! Reach out to connections in the industry, especially those who work at Condé Nast or similar companies. A friendly chat can open doors and give you insider info that could help you stand out.
✨Tip Number 2
Prepare for interviews by researching the company’s values and recent projects. Show how your experience aligns with their goals, especially in global compensation strategies. We want to see that you’re not just a fit on paper but also in spirit!
✨Tip Number 3
Practice your pitch! Be ready to explain your vision for global compensation and how you can lead a high-performing team. Confidence is key, so rehearse until it feels natural. We believe in you!
✨Tip Number 4
Don’t forget to apply through our website! It’s the best way to ensure your application gets seen. Plus, keep your profile updated so we can easily find your latest achievements and skills.
We think you need these skills to ace Vice President, Global Compensation in London
Some tips for your application 🫡
Tailor Your Application: Make sure to customise your CV and cover letter for the Vice President, Global Compensation role. Highlight your relevant experience in compensation strategy and governance, and don’t forget to mention any specific achievements that align with the job description.
Showcase Your Analytical Skills: Since this role requires a strong command of analytics and data fluency, be sure to include examples of how you've used data to drive compensation decisions in your previous roles. We want to see your analytical prowess shine through!
Demonstrate Your Leadership Experience: As a senior leader, it’s crucial to showcase your experience in building and leading high-performing teams. Share stories that illustrate your ability to foster collaboration and continuous learning within your team.
Apply Through Our Website: We encourage you to apply directly through our website for a smoother application process. It’s the best way for us to receive your application and ensure it gets the attention it deserves!
How to prepare for a job interview at Conde Nast
✨Know Your Numbers
As a candidate for the Vice President, Global Compensation role, it's crucial to be well-versed in compensation metrics and analytics. Brush up on industry benchmarks, pay structures, and compliance regulations specific to the UK, EU, and US. This will not only show your expertise but also demonstrate your ability to align compensation strategies with business performance.
✨Showcase Your Leadership Style
This position requires influential leadership and the ability to navigate complex organisational structures. Be prepared to discuss your leadership philosophy and provide examples of how you've built high-performing teams in the past. Highlight your experience in fostering collaboration and continuous learning within your teams.
✨Understand the Business Landscape
Condé Nast operates in a dynamic media environment, so it’s essential to understand the company's portfolio and how compensation strategies can support its diverse brands. Research their key properties and think about how you can tailor compensation frameworks to meet the unique needs of each brand while ensuring pay equity and organisational agility.
✨Prepare for Change Management Questions
Given the emphasis on change leadership in this role, expect questions about your experience with change management initiatives. Prepare to discuss specific instances where you've successfully led compensation redesigns or implemented new job architectures, and how you engaged stakeholders throughout the process.
