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Director, Global Compensation at Mimecast, United States of America - Massachusetts - Lexington

Director, Global Compensation at Mimecast in United States of America - Massachusetts - Lexington. Full-time. $156,000 a year. Apply with swipeandhired.

We're seeking a US-based candidate, preferably local to Lexington. We also consider strong remote candidates within the US.

About Mimecast
The work people build is worth protecting, and it's harder to protect than it used to be. AI agents now move at machine speed with human-level access, and a small slip-up can become a very public one. We disrupt cybercriminal activity before that happens. We're a community built on respect, where everyone counts.

About the Position
Own Mimecast’s global pay program and reshape how compensation work gets done through digitalization, automation and AI. As Director, Global Compensation, you’ll combine strategy with hands-on delivery, working directly with business leaders to interpret data, challenge assumptions and solve pay problems. Your focus will be equipping leaders and HR teams to make informed decisions through better programs, guidance and self-service—not making every decision for them.

Reporting to the SVP, Global Total Rewards & HRIS, you’ll be part of Global Total Rewards & HR Tech and partner with business leaders and HR across North America, the UK, EMEA and APAC. Your remit spans global pay strategy, executive compensation and Board materials, equity design, incentive plans, compliance and employee enablement.

What you'll do

Pay strategy and global compliance

Own the global compensation strategy and pay philosophy, including job architecture, levelling, salary structures, geographic differentials and premium market treatment across operating countries.
Lead market pricing and survey strategy, from survey participation and benchmark selection to peer group construction and annual salary structure refreshes.
Regularly validate job profiles, market matches and compensation structures directly with business leaders and HR Business Partners, testing the underlying data rather than relying on sign-off alone.
Run annual merit, bonus and equity cycles in Workday, including calibration support, manager guidance and post-cycle audits.
Lead pay equity and pay transparency analysis, governance and compliance, including the EU Pay Transparency Directive, US state pay range and reporting requirements, UK gender pay gap reporting and local country rules.
Partner with Legal, Finance and regional HR on works councils, collective agreements and country-specific pay regulation.

Executive partnership and Compensation Committee

Advise executive leaders on benchmarking, package design, offer and retention modelling, promotions and internal equity decisions.
Own Compensation Committee pre-reads, scenario analysis, recommendations and follow-through on decisions, partnering with the CEO, CHRO, CFO, General Counsel and external advisors.

Equity design and strategy

Own the design, strategy and communications for Mimecast’s private equity stock program.
Model pool utilization, burn rate, dilution and remaining pool runway, including projections.
Design retention programs for critical talent and executives, including cash alternatives where equity is not the right instrument.
Work with Legal, external counsel, Payroll and stock administration on plan documents, 409A considerations, mobile employee taxation and grant mechanics.

Incentive plan management

Design and manage the annual bonus plan, including target setting, funding, metric design, accrual reviews with Finance and year-end true-ups. Use feedback from Finance and business leaders to challenge whether the design continues to meet business needs.
Support sales compensation on plan design, quota philosophy and total cash positioning.

Data, systems and AI transformation

Rebuild compensation workflows using Workday Advanced Compensation, Visier for analytics and Claude for modelling, drafting, enablement and scenario work.
Automate survey submissions, market pricing refreshes, range maintenance, cycle readiness checks and audit controls.
Deliver practical self-service: pay guidance for managers, offer support for recruiters and hiring managers, total rewards visibility for employees and clear range information for candidates.
Own compensation data standards, definitions and controls so reporting is consistent across Workday, Visier and materials shared by the function.
Measure the ROI and impact of compensation programs and automation, including their contribution to outcomes and behaviour change.

Enablement, influence and communication

Help leaders and managers handle pay conversations through practical guidance, plain-language tools and coaching at the point of decision.
Own compensation communications for employees and candidates, including total rewards, offers and annual cycles.
Influence across Finance, Legal, Talent Acquisition, HR Business Partners and the executive team without relying on positional authority.
Coach and develop compensation team members, and strengthen analytical capability across the wider People team and front-line leaders.

What you'll bring

Demonstrable experience leading compensation programs and teams in a fast-paced, global organization.
A track record of independently building compensation structures and owning program delivery in a matrixed, global business.
The ability to influence executives, constructively challenge assumptions and translate compensation expertise into practical guidance for HR teams and business leaders.
Hands-on experimentation with AI and ideas for applying it to compensation workflows, tools and enablement.
A proactive, constructive approach to unfamiliar problems: seek out stakeholders, explore alternatives and take ownership of solutions.
Depth in executive compensation and governance, including Compensation Committee materials, executive benchmarking and work with external compensation advisors.
Hands-on equity program design experience.
Proven ownership of incentive plan design and global annual compensation cycles.
Strong command of pay equity, pay transparency and multi-country compensation compliance.
Workday compensation experience, fluency with people analytics platforms such as Visier and advanced financial modelling in Excel. Workday Advanced Compensation experience is preferred.
Experience in a private equity-backed, pre-IPO or public company; there is no preference between public and private company backgrounds.

Preferred experience

Exposure to M&A due diligence, proxy disclosures and Compensation Discussion and Analysis (CD&A) disclosures.

The base salary range for this position is $156,000−$234,000 plus benefits. This range represents the minimum and maximum new hire compensation for this role. The position may also be eligible for incentive plans and additional benefits, in accordance with company policy and local regulations. Our salary ranges are determined by role, level, and location with individual compensation also dependent on factors such as qualifications, experience, and skills. Final offers will reflect these considerations and may vary accordingl y.

Belonging at Mimecast

Cybersecurity is a community effort. That’s why we’re committed to building an inclusive, diverse community that celebrates and welcomes everyone – unless they’re a cybercriminal, of course.

We’re proud to be an Equal Opportunity and Affirmative Action Employer, and we’d encourage you to join us whatever your background. We particularly welcome applicants from traditionally underrepresented groups.

We consider everyone equally: your race, age, religion, sexual orientation, gender identity, ability, marital status, nationality, or any other protected characteristic won’t affect your application.

If you require any adjustments or accommodations due to a disability, or any other reason that may help you in your interview process, please let us know by emailing [email protected].

Due to certain obligations to our customers, an offer of employment will be subject to your successful completion of applicable background checks, conducted in accordance with local law.

It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment.