What are the responsibilities and job description for the Director, Global Compensation position at Sealed Air Corporation?
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. We strive 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 to our stakeholders. In 2025, Sealed Air generated $5.4 billion in sales and has approximately 16,100 employees who serve customers in 119 countries/territories. To learn more, visit www.sealedair.com.
Job Description
The Director, Global Compensation leads Sealed Air's global broad-based compensation programs, job architecture, and pay operations across all regions. This role owns base pay strategy, market pricing, job architecture, annual salary range development, the global compensation cycle, and pay transparency compliance, and leads a global team of five. This role does administer Annual incentive plan tools and processes in partnership with the Director of Executive Compensation. The Director, Broad-Based Compensation partners closely with Finance, HR Business Partners, Talent Acquisition, and regional leadership to enable a high-performance, pay-for-performance culture as Sealed Air has recently completed our transition to a privately held company.
Strategy & Governance
Relocation: No
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.
Job Description
The Director, Global Compensation leads Sealed Air's global broad-based compensation programs, job architecture, and pay operations across all regions. This role owns base pay strategy, market pricing, job architecture, annual salary range development, the global compensation cycle, and pay transparency compliance, and leads a global team of five. This role does administer Annual incentive plan tools and processes in partnership with the Director of Executive Compensation. The Director, Broad-Based Compensation partners closely with Finance, HR Business Partners, Talent Acquisition, and regional leadership to enable a high-performance, pay-for-performance culture as Sealed Air has recently completed our transition to a privately held company.
Strategy & Governance
- Dynamically evaluate and refresh the global broad-based compensation philosophy, aligned to business strategy, market dynamics, and pay-for-performance principles, particularly in light of the transition from a public to a private company.
- Establish governance frameworks (design standards, approval thresholds, documentation) to ensure consistency, fairness, and compliance worldwide, including ongoing approvals optimization.
- Own the global compensation cycle, including annual merit and promotion planning, in partnership with Annual Operating Plan (budget setting)/merit planning stakeholders and Finance.
- Lead global market pricing and pay structure design (salary ranges, pay bands, geographic differentials, currency considerations), including annual salary range development.
- Own and support implementation of recent global job architecture project and leveling guidelines; ensure roles are appropriately benchmarked and priced across countries using the enhanced job evaluation tool.
- Manage and support creation of the web-based market pricing tool and oversee salary survey submissions and global benefits survey participation.
- Own the monthly data auditing process to ensure compensation data integrity across systems.
- Ensure compliance with global pay transparency (including EU 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, including the ongoing Success Factors compensation themed dashboard enhancement and the team's ticketing system.
- Administer Annual Incentive Plan (AIP) tools and processes in partnership with the Director, Executive & Incentive Compensation, who owns AIP plan design and strategy.
- Develop and deliver People Business Partner (PBP) education on compensation programs, tools, and practices.
- Provide standby compensation support in partnership with Talent Management and Talent Acquisition for critical talent.
- Serve as a broad-based compensation thought partner to leadership on transaction events (carve-outs, add-ons, integrations).
- Lead harmonization of base pay policies and job architecture post-deal, and alignment to value creation plans.
- Build and lead a high-performing global compensation team of five; 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.
- 10–15 years of progressive experience in global broad-based compensation, including preferred experience in PE-backed portfolio companies.
- Proven ownership of broad-based compensation programs across multiple countries, including job architecture and market pricing.
- People leadership experience managing a distributed, multi-region team.
- Expertise in market pricing, pay structures, job architecture, and compensation program design.
- Strong financial acumen — able to model scenarios, evaluate affordability, and translate insights into decisions.
- Familiarity with global pay transparency laws (including EU Pay Transparency) and regulatory frameworks; experience partnering with Legal and Compliance.
- Advanced proficiency with compensation technologies and market data (e.g., SuccessFactors or equivalent; WTW/Mercer/Radford/Payscale; spreadsheet/modeling tools such as Excel, Power BI, etc.).
- Exceptional communication skills; comfortable preparing materials for senior leadership audiences.
- Bachelor's degree required
Relocation: No
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.