Compensation Director at IHS Markit Digital

| Greater Denver Area
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Position title

Director Firmwide and Sales Compensation – Permanent


Gurgaon | London | New York | Englewood

Business Function

Human Resources

Reporting to

Global Head of Firmwide and Sales Compensation


Human Resources


At the heart of IHS Markit, we are an information company.

Our vision is to be our customers’ leading source for critical information, analytics and insight.   

Our purpose is to help our customers grow, enabling better decision making and operational efficiency. We focus on five key strategic pillars of customers, people, product, technology & data science and efficiency. 

We're a very unique company - we're made up of over 100 acquisitions, we serve the world's largest industries, and we operate in over 35 countries.

We help decision makers apply higher-level thinking to daily tasks and strategic issues across a host of industries and disciplines including energy, finance, automotive, engineering, technology, maritime and trade, aerospace and defence, chemical, and economics and country risk. 

Headquartered in London, IHS Markit (Nasdaq: INFO) is committed to sustainable, profitable growth.


The Human Resources function is comprised of a best in class team of HR professionals including HR Business Partners/Generalists, Recruiters and Total Rewards, HRIS and other functional specialists.

The team has representation around the globe, supporting more than 15000+ total workforce, and is committed to the importance of employee experience; shown by our continued investment and focus on development of initiatives for our people, whist driving the company forward in challenging markets. 


Director of Firmwide Compensation should understand the HR risks and requirements related to payroll, contracts and tax on global basis and the correct processes and structures in place to control the Reward function globally.

He/she will act as an internal advisor and ensure compensation follows a strict governance and is compliant globally. Deep understanding of complex reward mechanisms is a must. Ability to work at the most senior levels and link reward to budget will be critical. 

There will be a small team to support this person and he/she will need to work closely with others around the global organisation both on the Energy, Transportation and Financial Markets side as well as within the Corporate Centre to establish policies and guidelines. Providing expert guidance is critical. Working with external auditors will also be critical post year-end. This person will also be a key contributor to the Finance and Enablement functions.



 ▪ Develop and implement firmwide and sales compensation policies, processes, and practices that are industry competitive, taking guidance from changing business requirements and employee expectations, and enable management to focus on and reward individual and company performance; 

▪ Review current cash incentive plan and associated rules and processes to ensure consistency, harmonization and accuracy; Introduce a target-based cash incentive model firmwide;

 ▪ Monitoring of corporate governance changes and consequential impact on internal practice; 

▪ Put in place the necessary tools to review and evaluate compensation across different levels and locations in the organization;  

▪ Ensure programs can be implemented efficiently by the local organisations and reach the goals and ambitions of the overall organisation;  

▪ Anticipate, research, and provide relevant, accurate information regarding compensation and sales incentive programs to ensure a sound basis for business decisions and analyse and evaluate the financial impact of rewards on the business;  

▪ Review systems (including salary structures, sales and incentive schemes) allowing various region/country business units to manage salaries and total compensation in a consistent and competitive manner; 

▪ Play a key role in driving compensation projects across the group in order to simplify processes and policies and ensure efficiencies and synergies across the organization; 

▪ Ensure the group’s long-term strategy is translated into a compensation strategy, and be aligned to the HR and Total Rewards strategy and that the function is appropriately prepared and aligned for the future; 

▪ Play a key role in planning, analysing, preparing, and presenting materials for the HR Leadership Team, ExCo and the HR Committee; 

▪ Create an environment where internal and external providers work together seamlessly towards delivery according to agreed-upon Objective Key Results and performance indicators; 

▪ Establish and monitor key performance indicators for compensation; Design and build a compensation dashboard for on/off-cycle reviews.

▪ Lead and animate the global compensation network and pursue the upgrade of the function by implementing collective and individual plans; 

▪ Establish a link between code of conduct and HR practice to ensure appropriate assurance.


  • Significant leadership experience and a proven track record of leading the compensation approach for a global organisation
  • Demonstrable experience of the design and delivery of compensation strategies and policies
  • Strong Business acumen and communication skills 
  • Financially savvy with strategic insight and experience in broad-scale, large platform global firmwide and sales compensation functions
  • Excellent leadership abilities
  • Native fluency in spoken and written English
  • Strong communication, negotiation and problem-solving skills
  • Strong Interpersonal, coaching and listening skills with the ability to communicate within all levels of the organization
  • Proven ability to remain objective, discrete and exercise common sense at all times.
  • Able to develop strong, trusting relationships within department and organization
  • MBA/BSc/MSc in Human Resources Management, Organizational Psychology or relevant field
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Technology we use

  • Engineering
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We may consider Upslope Brewing and OZO Coffee our external conference rooms. If food trucks are your jam we have plenty right outside our doors!

An Insider's view of IHS Markit Digital

What’s the vibe like in the office?

Uniqueness and creativity can be seen in all areas here! We have a digital community bulletin board where you can buy, sell, or post just about anything (seriously, anything!), a company sponsored picnic that includes spirited cornhole competitions, and regular group outings like running or cycling, before, during, or after work.


Executive Director, Sales

How do you collaborate with other teams in the company?

My teammates and I come from a diverse set of backgrounds and combine our unique perspectives to provide innovative solutions to problems. As a result, our products push new boundaries and delight our clients.


Product Management Director

What are some things you learned at the company?

I’ve learned to appreciate and be intentional. My teammates are always ready to help each other find a better workflow, learn new tools, and support each other emotionally. This culture of support and collaboration inspires me to contribute by creating amazing work for our clients and being creative in connecting with colleagues intentionally.


UI Designer

How would you describe the company’s work-life balance?

Our culture promotes hard work while also living a fulfilling life outside of the office. We all love spending time working together on challenging projects, and when the time comes to get away, the support is felt throughout the company. Whether it's an extended vacation or volunteer opportunity to give back to our community!


Associate Creative Director, UI Design

What are IHS Markit Digital Perks + Benefits

Volunteer in local community
We each get 3 days a year to volunteer and will help match you with existing opportinities.
Partners with Nonprofits
Friends outside of work
Eat lunch together
Intracompany committees
We have ample opportunities to join committees! We've got guilds, a Pride committee, a crafting club, a book club, a green team, a parenting community and several more.
Daily stand up
Open door policy
Team owned deliverables
Team based strategic planning
Group brainstorming sessions
Pair programming
Open office floor plan
Documented equal pay policy
Dedicated Diversity/Inclusion Staff
Unconscious bias training
Diversity manifesto
Someone's primary function is managing the company’s diversity and inclusion initiatives
Health Insurance & Wellness Benefits
Flexible Spending Account (FSA)
Disability Insurance
Dental Benefits
Vision Benefits
Health Insurance Benefits
Life Insurance
Pet Insurance
Wellness Programs
Team workouts
Retirement & Stock Options Benefits
401(K) Matching
Company Equity
Restricted share unites (RSU's) may be grated recognizing performance.
Performance Bonus
Match charitable contributions
Child Care & Parental Leave Benefits
Generous Parental Leave
Flexible Work Schedule
Life happens and we trust our colleagues to get the work they committed to done.
Remote Work Program
COVID-19 has provided us the opportunity to quickly acclimate to working remotely and we are establishing new guidelines as we continue to learn.
Family Medical Leave
Vacation & Time Off Benefits
Generous PTO
Paid Volunteer Time
Paid Holidays
Paid Sick Days
Perks & Discounts
Casual Dress
Commuter Benefits
Company Outings
Stocked Kitchen
Recreational Clubs
Fitness Subsidies
Professional Development Benefits
Job Training & Conferences
Diversity Program
Lunch and learns
Cross functional training encouraged
Promote from within
Mentorship program
Time allotted for learning
We all want the opportunity to learn and grow. You and your manager can talk about what makes sense for you and your team.
Online course subscriptions available
Customized development tracks

Additional Perks + Benefits

To name a insurance, ECO pass, loaner bikes and secure bike storage, showers + locker room onsite, food trucks every day and regular visits from Sweet Cow Ice Cream.

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