Global Director of Compensation and Financial Planning & Analysis

This is a Full Time Job

Job Description

Who We Are

The Role

The Director, Financial Planning & Analysis, Global Compensation will lead the governance, execution, and continuous improvement of the company's global workforce and compensation expense planning and analytics function. This role serves as a key strategic partner to CAA's executive leadership and Agency Operations, Accounting, Member Services, and HR and Compensation functions, driving enterprise-wide compensation reporting and planning across a complex, multi-system environment.

This individual will oversee the development and delivery of reporting frameworks, forecasting methodologies, and analytics capabilities that enable data-driven workforce and compensation decisions globally. The ideal candidate combines strong financial and analytical acumen with deep technical expertise, exceptional communication skills, and the ability to synthesize data from disparate systems into meaningful executive-level insights.

The role requires a hands-on and highly strategic leader who can operate effectively across both tactical execution and long-term transformation initiatives.

Responsibilities
• Lead all aspects of the global compensation planning process, including annual operating plans (AOP), reforecasting, long-range planning, and year-end compensation projections
• Serve as the enterprise lead for compensation expense data and analytics, providing critical metrics and strategic insights to senior leadership and business partners
• Develop executive-level dashboards, KPIs, and reporting packages that provide actionable insights into compensation performance and trends
• Partner closely with Agency Operations, Accounting, Member Services, HR, Compensation, and executive leadership to align compensation strategy with organizational and financial objectives
• Lead scenario modeling and sensitivity analyses related to workforce planning, compensation structures, organizational changes, and business growth initiatives
• Drive global standardization, governance, and process optimization across compensation planning and reporting activities
• Evaluate compensation expense trends, headcount dynamics, and business performance to proactively identify risks and opportunities
• Ensure strict confidentiality and integrity in handling sensitive employee compensation and organizational data
Compensation Analytics & Systems Leadership
• Lead the integration, validation, and analysis of compensation and workforce data across multiple departments, business units, and disparate systems
• Oversee the maintenance and enhancement of reporting infrastructure, dashboards, and analytical tools (including platforms such as Power BI, Workday, SAP, and Adaptive)
• Drive data quality, consistency, and governance across compensation-related reporting and analytics
• Translate complex datasets into clear business insights and executive-ready presentations
• Partner with Technology and HRIS teams to improve data architecture, automation, and reporting capabilities
• Identify opportunities to streamline workflows, enhance reporting accuracy, and improve operational efficiency through technology and process innovation
• Support system implementation efforts related to compensation planning, workforce analytics, and ERP/HRIS integrations, including requirements gathering, testing, and change management
Financial Partnership & Executive Support
• Provide monthly, quarterly, and annual compensation reporting analyses to executive leadership
• Analyze the financial impact of hiring activity, promotions, attrition, compensation changes, and organizational restructuring on current and future fiscal performance
• Partner with Accounting on compensation accruals, reconciliations, and budget-to-actual analyses
• Support executive and board-level compensation reporting and planning activities
• Act as a trusted advisor to leadership on compensation-related business decisions and workforce investment strategies
Leadership & Cross-Functional Collaboration
• Build strong partnerships across global Agency Operations, Accounting, Member Services, HR, Compensation, Technology, and business leadership teams
• Manage and prioritize multiple high-impact initiatives in a fast-paced, evolving environment
• Lead special projects and enterprise initiatives related to workforce planning, compensation transformation, and operational strategy

Qualifications
• 10+ years of progressive experience in compensation planning, financial planning & analysis, workforce analytics, or related finance functions
• Proven experience leading enterprise or global compensation expense planning and analytics initiatives, including workforce planning, budgeting, forecasting, and financial reporting
• Demonstrated ability to consolidate and analyze complex data across multiple systems and organizational structures
• Exceptional analytical, problem-solving, and strategic thinking capabilities
• Executive-level communication and presentation skills with the ability to influence senior stakeholders
• Ability to manage highly confidential information with discretion and professionalism

Preferred Qualifications
• Experience in matrixed, global organizations
• Strong technical expertise with compensation and financial systems including Workday, SAP, Adaptive, Power BI, and advanced Excel modeling
• Experience leading systems implementations, process improvements, and reporting automation initiatives
• Experience building scalable compensation analytics frameworks and governance models
• MBA or advanced degree in data science preferred

Location

This role will be based out of our office in Los Angeles, California.

CAA does not accept unsolicited resumes from third-party recruiters unless they were contractually engaged by CAA to provide candidates for a specified opening. Any such employment agency, person or entity that submits an unsolicited resume does so with the acknowledgement and agreement that CAA will have the right to hire that applicant at its discretion without any fee owed to the submitting employment agency, person or entity.