Vice President, Compensation Strategy, Design, and Architecture

About this role

Vice President, Compensation Strategy, Design, and Architecture
Let’s be unstoppable together!
Circana is a leading provider of technology, AI, and data solutions for consumer packaged goods companies, manufacturers, and retailers. Our predictive analytics and Liquid Data® platform help clients measure market share, uncover consumer behavior, and drive growth—powered by six decades of expertise and an expansive, high-quality data set.
At Circana, we are fueled by our passion for continuous learning and growth, we seek and share feedback freely, and we celebrate victories both big and small in an environment that is flexible and accommodating to our work and personal lives. We’re a global company dedicated to fostering inclusivity and belonging. We value and celebrate the unique experiences, cultures, and viewpoints that each individual brings. By embracing a wide range of backgrounds, skills, expertise, and beyond, we create a stronger, more innovative environment for our employees, clients, and communities. With us, you can always bring your full self to work. Join our inclusive, committed team to be a challenger, own outcomes, and stay curious together. Circana is proud to be Certified™ by Great Place To Work®. This prestigious award is based entirely on what current employees say about their experience working at Circana. Learn more at
Role Overview
The VP, Compensation Strategy, Design, and Architecture is responsible for establishing, governing, and evolving Circana's enterprise-wide job architecture and broad-based compensation framework. This role owns the foundational structures that define how work is organized, evaluated, leveled, and compensated globally, ensuring consistency, scalability, and alignment with business and talent strategies.

The VP leads the design and ongoing stewardship of Circana's job architecture, including job families, career streams, level definitions, job evaluation methodologies, leveling criteria, and related governance processes. The role also owns the design of market-aligned compensation structures and frameworks that support equitable, competitive, and consistent pay practices across the organization.

Working closely with Compensation Administration, Total Rewards, Talent Management, HR Business Partners, and business leaders, this role will lead the transformation of Circana's current-state framework into a modern global architecture that supports organizational growth, workforce planning, career development, and compensation decision-making. In partnership with external subject matter experts, the VP will establish sustainable governance practices for maintaining and evolving the architecture over time, including processes for creating, modifying, evaluating, and retiring jobs as business needs evolve.

In addition to designing the future-state framework, this role will play a critical leadership role in driving organizational adoption, stakeholder alignment, and change management to ensure successful implementation of large-scale compensation and workforce architecture transformation initiatives.

Job Responsibilities

Job Architecture Design & Framework Development

• Own the design and evolution of Circana's global job architecture, including job families, career streams, level definitions, job evaluation methodologies, and leveling criteria.

• Establish and maintain a consistent enterprise framework for organizing, evaluating, and leveling work across functions, geographies, and business units.

• Design scalable architecture frameworks that support workforce planning, organizational design, talent mobility, career progression, and compensation decision-making.

• Develop architecture standards and principles that enable consistency and scalability across the enterprise.

• Ensure alignment between job architecture, career frameworks, evaluation methodologies, and compensation structures.

• Partner with Compensation Administration to ensure architecture frameworks can be effectively operationalized, administered, and sustained over time.

Global Pay Structure & Salary Range Design

• Own the design and evolution of Circana's global salary structure framework, ensuring alignment with the company's job architecture, compensation philosophy, and market position.

• Develop market-informed salary structures and range methodologies through analysis of external benchmark data, competitive market practices, and internal workforce considerations.

• Design geographic pay frameworks and market differentiation approaches appropriate to Circana's global operating model.

• Lead financial modeling and impact assessments for proposed compensation structures in partnership with Finance, Legal, Compensation Strategy, and other key stakeholders.

• Establish scalable compensation design principles, methodologies, and governance standards that support consistent and equitable pay decisions across the enterprise.

• Partner with Compensation Administration to operationalize compensation structures and support ongoing administration, market updates, and annual range review processes.

• Ensure alignment between job architecture, grade structures, salary ranges, and market pricing methodologies to create an integrated and scalable compensation framework.

External Job Evaluation & Architecture Partnership

• Lead architecture, job evaluation, and workforce design initiatives conducted with external advisors and subject matter experts.

• Assess and adapt external methodologies and recommendations to align with Circana's business, talent, and compensation objectives.

• Partner closely with external advisors and consulting firms to guide methodology implementation, translate recommendations into practical business solutions, and ensure successful organizational adoption.

• Ensure sustainable internal ownership of architecture frameworks, evaluation methodologies, and governance standards.

Job Evaluation Methodology

• Own and maintain Circana's enterprise…