Global Compensation Director

Title: Global Compensation Director We are KBR When you become part of our KBR team, your opportunities are endless. Through internal collaboration, and with our partners and customers, we’re defining tomorrow’s challenges, then providing the innovative solutions to overcome those challenges, always maintaining our commitment to Zero Harm and our Sustainability Platform.

In September 2025, we announced that we are spinning our Mission Technology Solutions business into a separate public company. This role would ultimately be part of that new company. Our Mission Technology Solutions business partners with governments and defense, intelligence, space, aviation, and critical infrastructure customers to deliver high-end engineering, science, technology, and mission support solutions.

From national security and readiness to advanced research, cyber, logistics, and life-cycle sustainment, our teams help customers solve complex challenges in some of the world’s most demanding environments. Whether supporting operations on the ground, at sea, in the air, or in space, our clients trust us to deliver mission-critical capabilities every day.

Working with us means being rewarded for your contributions. In addition to competitive benefits and professional development, our people are empowered to use all their potential, creating meaningful change for themselves and our clients. We attract the best minds in the world because our expertise thrives on creativity, resourcefulness and collaboration.

That is how we supply our clients with cutting-edge solutions. As the needs of the world change, we’re ready to respond and guide the way forward with strategic, sustainable, and technological advancements grounded in more than a century of practical application and execution.

We Are the People Team We are strategic partners to the business, shaping the talent, culture, and capabilities that enable sustainable growth and high performance. We operate across global markets, partnering with leaders and teams to design practical, scalable solutions that enhance how work gets done and how people thrive.

Through strong business insight, data-driven decision making, and a commitment to continuous improvement, we build talent programs that drive impact at every stage of the organization’s evolution. About the Role Reporting to the Vice President, People Operations, the Director, Global Compensation leads the strategy, design, governance, and delivery of global compensation programs across a complex, multi-country environment.

This role is accountable for building a globally consistent, market-competitive, and performance-driven compensation framework that supports business objectives, attracts and retains talent, and enhances employee experience. As the enterprise leader for compensation, you will partner closely with HR, Finance, Talent Acquisition, and business leadership to deliver scalable solutions across base pay, incentive programs, executive compensation, and job architecture.

You will balance long-term strategy with operational excellence, ensuring strong governance, market competitiveness, and alignment with broader Total Rewards and business strategies. About You Accountability: You take full ownership of the global compensation strategy and delivery.

You are accountable for program effectiveness, market competitiveness, internal equity, and governance across all regions. Collaboration: You build strong partnerships across HR, Finance, Talent Acquisition, and business leadership. You influence effectively across a matrixed global organization to align compensation programs with business priorities.

Analytical Rigor: You use data and insights to inform decision-making. You bring strong analytical capability to compensation design, benchmarking, and program evaluation, ensuring decisions are grounded in data and aligned with market trends.

Enterprise Mindset: You think globally and systemically, ensuring compensation programs are scalable, consistent, and integrated with broader Total Rewards, performance management, and workforce strategies. Key Responsibilities Global Compensation Strategy & Design: Define and lead a comprehensive global compensation strategy, including base pay structures, short- and long-term incentive programs, and executive compensation.

Ensure programs are competitive, aligned to business strategy, and support pay-for-performance principles. Job Architecture & Pay Structures: Develop and maintain global job architecture, salary structures, and grading frameworks to ensure internal equity, clarity, and scalability across regions and business units.

Market Benchmarking & Competitive Positioning: Oversee market analysis and benchmarking activities to ensure compensation programs are competitive across global markets. Define compensation positioning strategies aligned with business and talent objectives.

Incentive & Performance Alignment: Design and manage global incentive programs that align employee performance with business outcomes. Partner with leadership to ensure programs drive desired behaviors and results. Vendor & Financial Management: Manage relationships with external compensation survey providers and consultants.

Partner with Finance on budget planning, cost analysis, and forecasting related to compensation programs. Operational Delivery & Cyclical Processes: Oversee key compensation cycles, including annual merit, bonus planning, salary reviews, and equity programs.

Ensure accuracy, efficiency, and a strong employee and manager experience. Stakeholder Partnership & Advisory: Act as a trusted advisor to HR and business leaders on compensation strategy, job evaluations, pay decisions, and organizational design.

Support mergers, acquisitions, and organizational changes. Governance, Compliance & Risk Management: Ensure compliance with all applicable global and local pay regulations, including pay equity, transparency, and reporting requirements. Establish strong governance and controls.

Compensation Data, Insights & Technology: Leverage data, analytics, and compensation systems to drive insights, support decision-making, and enhance program effectiveness. Partner with HRIS and People Analytics teams. Leadership & Team Development: Lead and develop a global compensation team, building capabilities, accountability, and alignment within the broader Total Rewards function.

Basic Qualifications Education & Experience: Bachelor’s degree in Human Resources, Business Administration, Finance, or a related field required. 15+ years of progressive experience in compensation or Total Rewards. Minimum 5+ years of people leadership experience, including managing teams in a global or regional capacity.

Experience in a complex, multinational organization preferred. Functional Expertise & Leadership: Deep expertise in global compensation strategy, design, and delivery, including base pay, incentives, and executive compensation. Strong understanding of job architecture, market pricing, and pay equity principles.

Demonstrated experience with compensation benchmarking and survey methodologies. Strong financial and analytical acumen, including modeling and cost analysis. Proven ability to lead complex, cross-functional programs and drive global standardization.

Excellent stakeholder management and communication skills, with the ability to influence senior leaders. Experience working with HRIS and compensation management systems (e.g., Workday, SAP) and leveraging data to inform decisions. Location: The ideal candidate will be located in the Houston, TX or greater Washington D.C.-Baltimore area.

While KBR strives to maintain a global, flexible, diverse, and sustainable work environment for our people, we currently offer flexible working arrangements, including hybrid, remote working, and virtual delivery to help reinforce and strengthen our strong commitment to becoming a more socially sustainable company, allowing us to provide greater work-life balance and flexibility.

Additional Compensation: KBR may offer bonuses, commissions, or other forms of compensation to certain job titles or levels, per internal policy or contractual designation. Additional compensation may be in the form of sign on bonus, relocation benefits, short term incentives, long term incentives, or discretionary payments for exceptional performance