Global Compensation Program Manager

Your Opportunity at ARC’TERYX:

As the Global Compensation Program Manager, you will be the steward of our job architecture and its related programs and processes – foundational components of how we design work, build careers, and ensure internal equity across our growing global organization. You will build and refine governance mechanisms, establish enterprise‑wide approval flows, and act as the first line of assessment for senior‑level job leveling and compensation packages. Your work will directly influence the consistency, fairness, and integrity of our compensation programs and practices, including how job architecture underpins our pay transparency commitments and compensation governance.

While the role is primarily based out of our North Vancouver office, this role is open to either hybrid or remote work. Candidates must be eligible to work in Canada.

Meet Your Future Team:

The People & Culture Total Rewards team operates in strategic partnership with the business to enhance the overall employee experience through forward-thinking compensation and health and wellness programs that attract, retain and motivate top talent. We seek to drive greater alignment to our purpose through continued evolution of our total rewards practices, while fostering a culture of belonging that generates high-performance, strength-based teams, and values-based leadership.

If you were in the Global Compensation Program Manager role now, here are some of the core activities you would be doing:

• Managing and governing our global job architecture by maintaining frameworks, principles, and documentation to ensure alignment, consistency, and internal equity
• Identifying opportunities to support enterprise‑wide efforts and projects that evolve and strengthen our job architecture, including those that advance our pay transparency commitments
• Leading the job leveling intake and evaluation process for senior leadership roles, acting as the first point of expertise and providing clear, consistent recommendations
• Strengthening global compensation governance mechanisms, including audits, approval protocols, and process controls to ensure accuracy, compliance, and internal equity
• Partnering with Talent Management, P&C Business Partnership, and senior leaders on role design, leveling, and compensation guidance
• Developing and preparing executive‑ready materials to support compensation packages and job leveling decisions that require senior leadership approval
• Leading select executive compensation processes, including equity award approvals and senior-level offer development
• Leading and partnering with cross‑functional teams to find solutions to issues or requests related to job architecture or organizational design
• Developing and delivering compensation education sessions for senior leaders and key P&C partners, increasing capability, understanding, and alignment across the organization

Here are some of the things you could be working on in the future:

• Designing and implementing a global governance model that increases transparency and accountability in job architecture
• Building scalable documentation, tools, and training that enable P&C and leaders to understand and apply job leveling principles
• Partnering closely on organizational changes within functions, assessing job levelling implications and ensuring appropriate compensation treatment
• Auditing global job data and leveling decisions to strengthen program consistency, mitigate risks, and identify areas for continuous improvement
• Enhancing compensation workflow efficiency by designing clear, scalable package‑build and approval processes
• Refreshing job architecture framework as the business evolves, including supporting new organizational models and growth areas

Are you our next Global Compensation Program Manager?

• You have 7+ years of progressive compensation experience in a global or complex, multi‑business environment
• You hold a Certified Compensation Professional (CCP) and/or equivalent credentials/experience
• You have expertise in job architecture and job evaluation methodologies (Mercer, Korn Ferry, Willis Towers Watson) with demonstrated ability to apply them with consistency and independence
• You have well‑developed communication and interpersonal skills with experience influencing senior leadership and cross‑functional teams
• You have demonstrated capability in leading cross‑functional projects, navigating ambiguity and delivering high impact results
• You bring advanced expertise in compensation tools, systems and methodologies, including proficiency in Excel and HRIS platforms (Workday preferred)
• You have a high degree of discretion, professionalism, and ethics in handling sensitive information
• You remain highly flexible and adaptable when faced with ambiguity
• You effectively balance autonomy and collaboration

$108,000 – $142,000 a year. The salary range for this role is CAD$108,000–CAD$142,000 (midpoint $135,000).

Total Rewards

Most new team members join between the start and midpoint of the range, where you can contribute right away while continuing to grow your craft, your collaborations, and your impact at Arc’teryx. This range reflects market alignment and the scope of the role. Individual pay is determined by your skills, experience, and level of responsibility.

We’re committed to fair, equitable, and competitive pay, reviewed regularly to ensure internal alignment and market relevance. Transparency is part of how we follow through on our commitments and how we honour the value you bring to our team.

In addition to base pay, Arc’teryx supports people through benefits designed to sustain both work and life:

• Health & wellbeing - Extended health, dental, and vision coverage, including mental health support, fertility benefits, gender-affirming care and a 24/7 Employee Assistance Program (EAP).
• Financial wellbeing - RRSP matching and eligibility for Arc'teryx Annual Incentive Plan and access to Employee Stock Purchase program (ESPP) where applicable.
• Time & Flexibility - Paid time off, wellness time, and No Wasted Day program (dedicated paid days to get outside & explore).
• Family support - Parental leave top‑up and a nesting period for new parents.
• Growth, community & gear - Professional development opportunities, Arc'teryx Academies (outdoor skill-building events), Employee Belonging Councils, and access to employee discounts and Pro Deals (exclusive discounted pricing on gear).

*Eligibility for certain programs may vary by role.

Equal Opportunity

Arc’teryx is committed to actively creating and fostering a culture of inclusivity where voices are heard, people are seen, and values are respected. We care about the uniqueness of our applicants, employees, and guests, and we do so in a safe space fueled by curiosity and acceptance. Creating an inclusive workplace is connected to our core value Do Right while also having the added benefit of helping make our business better. We believe inclusion helps us to create a healthier, happier workplace, drive creativity and innovation, and reflect the communities where we operate. All applicants, employees, and guests can expect equality of opportunity and fair treatment in alignment with our values.

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