Executive Director - Global Compensation

Sealed Air designs and delivers packaging solutions that protect essential goods transported worldwide, preserve food, enable e-commerce and digital connectivity, and help create a global supply chain that is touchless, safer, less wasteful, and more resilient. Westrive to foster a caring, high-performance growth culture that will deliver consistent, sustainable profitable growth and accelerate our performance - a culture where accountability is clear and aligned, and where we reward business outcomes and impact. That culture guides everything we do, including how we partner with our customers and suppliers, how we attract and retain top talent, and how we create and deliver value for our stakeholders. In 2024, Sealed Airgenerated $5.4 billion in revenue and had approximately 16,400 employees distributing products and services to 117 countries/territories around the world. To learn more, visit www.sealedair.com.

Role Summary

The Executive Director, Global Compensation is the enterprise owner of our compensation strategy, programs, and governance across all regions. This leader sets the philosophy and ensures disciplined execution for base pay, variable incentives (including sales incentives), executive compensation, and long term incentive programs. They will partner closely with Finance, HR Business Partners, Talent Acquisition, and senior leadership to enable performance and growth and to attract and retain top talent.

Key Responsibilities

Strategy & Governance

• Dynamically evaluate and refresh the global compensation philosophy aligned to business strategy, market dynamics, and pay-for-performance principles, particularly in light of a transition from a public to private company.
• Establish governance frameworks (e.g., design standards, approval thresholds, and documentation) to ensure consistency, fairness, and compliance worldwide.
• Own the annual compensation cycle-merit, promotion, market adjustments, and incentive planning-balancing affordability with talent outcomes.

Market Intelligence & Job Architecture

• Lead global market pricing and pay structure design (salary ranges, pay bands, geographic differentials, currency considerations).
• Maintain job architecture and leveling guidelines; ensure roles are appropriately benchmarked and priced across countries.
• Build an insights backbone using survey data and internal analytics to inform decisions (e.g., external competitiveness, internal equity, pay progression).

Incentive Compensation

• Design and govern short term and long term incentive programs for broad-based and leadership populations.
• Partner with Commercial leaders to provide framework and governance for sales incentive plans that align with go to market strategies, budget envelopes, and performance measures.
• Implement robust financial modeling and scenario testing; ensure plan documentation, training, and communication are clear and scalable.

Executive Compensation

• Oversee executive compensation programs, including base, bonus, and long-term incentive design; prepare materials for senior leadership and Board of Directors.
• Ensure incentive plan administration adheres to plan rules, vesting schedules, and regional requirements; drive disclosures and participant communications.

M&A Readiness

• Serve as a compensation thought partner to leadership regarding any transaction events (carveouts, addons, integrations).
• Lead retention strategy development, harmonization of compensation policies post deal, and alignment to value creation plans.

Operations, Compliance & Technology

• Ensure compliance with global pay transparency, equal pay, and labor regulations; partner with Legal on new and evolving requirements.
• Own compensation data quality and systems integrations in partnership with HRIS and Finance; leverage HCM/comp tools for efficient, auditable processes.
• Drive scalable processes for budgeting, approvals, and audit trails; establish KPIs and dashboards for leadership visibility.

Leadership & Collaboration

• Build and lead a high performing global compensation team; develop capabilities in analytics, design, communications, and stakeholder management.
• Coach HR business partners and leaders on compensation decisions and communication; foster trust through consistent, well explained practices.

Qualifications

• 10-15+ years of progressive experience in global compensation, including PE backed portfolio companies.
• Proven ownership of broad based, executive, and long-term incentive compensation programs across multiple countries.
• Expertise in market pricing, pay structures, job architecture, and incentive plan design (including sales compensation).
• Strong financial acumen-able to model scenarios, evaluate affordability, and translate insights into decisions.
• Familiarity with global pay transparency laws and regulatory frameworks; experience partnering with Legal and Compliance.
• Advanced proficiency with compensation technologies and market data (e.g., Workday/SuccessFactors or equivalent; WTW/Mercer/Radford/Payscale; spreadsheet/modeling tools such as Excel or Anaplan).
• Exceptional communication skills; comfortable preparing materials for Csuite, and boards.
• Bachelor's degree required; advanced degree and/or CCP, CECP, or similar certifications preferred.

Competencies

• Strategic Thinking: Connects compensation strategy to growth, productivity, and value creation.
• Analytical Rigor: Uses data to drive clear recommendations; quantifies tradeoffs and risks.
• Judgment & Governance: Balances competitiveness with cost discipline and internal equity.
• Influence & Collaboration: Builds alignment across Finance, HR, Commercial, and Geographies.
• Operational Excellence: Designs scalable processes with controls, documentation, and auditability.
• Change Leadership: Navigates complexity during transactions, reorganizations, or market shifts.

Success Metrics (12-18 months)

• Global compensation philosophy refreshed and codified for a high performance, merit-based, private ownership structure.

Requisition id:53853

Relocation:Yes

Sealed Air is committed to attracting, selecting, and developing talent that reflects the diversity of the communities and customers we serve. We take pride in our selection process to identify, infuse, and grow talent to align with our culture, values, and norms. Sealed Air prioritizes talent development, fostering a culture of continuous growth and career progression. The company is committed to providing equal employment opportunities to all applicants for employment and to all employees, without regard to race, color, religion, gender identity or expression, national origin, age, protected disability, veteran status, or any other protected status in accordance with applicable federal, state and local laws.

*Please be cautious of fraudulent recruiting efforts using the Sealed Air name or logo. Sealed Air will never request private information during the application process, such as a Driver's License or Social Security Number. If you have any concerns about information received from SEE during the application process, please reach out to us directly at globalta@sealedair.com.

LINK1 MON1