United States onlyJob Description
Agilent Technologies is seeking a senior-level individual contributor to lead global pay equity analysis, reporting, and regulatory readiness while also driving broader compensation program and project management initiatives. This role sits within the Global Compensation function and serves as the center of excellence for pay equity, partnering closely with HR Ethics/Compliance, Legal, Finance, and regional HR leaders to support pay equity programs across approximately 30 countries.
This role oversees global pay equity analytics, methodology, governance and end-to-end program delivery, including EU Pay Transparency readiness and ongoing compliance. Additionally, the individual applies strong program and project management capabilities to other strategic, cross‑functional compensation and HR initiatives, delivering structured, scalable, and compliant solutions. The role operates with a high degree of autonomy, influences senior stakeholders, and translates complex regulatory and analytical topics into clear, actionable guidance for leadership.
Key Responsibilities:
Global Pay Equity Strategy & Analytics
Serve as the global subject-matter expert on pay equity analysis, methodology, and interpretation ensuring compliance and practical implementation.
Design, execute, and oversee enterprise-wide pay equity analyses across multiple countries and compensation elements.
Establish and maintain consistent analytical frameworks, governance standards, and documentation while allowing for local regulatory nuance.
Interpret results, identify drivers, assess risk, and develop actionable recommendations in partnership with Compensation and HR leadership.
Program and Project Management
Lead complex, multiyear, global initiatives related to pay equity and transparency or other HR related projects.
Develop project plans, timelines, and stakeholder engagement strategies.
Proactively identify risks, dependencies, and change management needs.
Partner closely with Legal, HR Ethics/Compliance, and regional HR to ensure alignment and on-time delivery.
Provide regular, structured status updates and executive‑level communications, translating progress, risks, and decisions into clear, action‑oriented insights.
Drive continuous improvement by identifying opportunities to streamline analyses, reporting, and governance through automation, tooling, or process redesign.
EU Pay Transparency Leadership
Lead HR’s EU Pay Transparency Directive readiness and implementation, including:
Pay gap reporting and pay disparity action plan.
Job architecture and job evaluation alignment.
Pay range posting requirements.
Data governance and audit readiness.
Worker and candidate rights to information.
Partner closely with Legal, HR Ethics/Compliance, and regional HR to ensure compliant and practical implementation.
Translate evolving EU regulatory requirements into clear internal guidance, timelines, and action plans.
Requirements and Competencies:
Strategic and analytical thinker with strong executive presence and credibility.
Comfortable navigating ambiguity and evolving regulatory environments.
Highly organized, detail-oriented and deadline driven.
Proven ability to influence across cultures, geographies and stakeholder groups.
Strong project management and communication skills; able to manage multiple priorities.
Collaborative, self-directed leader capable of driving complex initiatives with minimal oversight.
Ability to translate complex technical and regulatory topics into clear, executive‑level insights.
Demonstrated success as a senior individual contributor with sound judgment and independent leadership.
Proven ability to develop and deliver advanced data analyses, presenting insights clearly to senior leadership and confidently addressing questions and recommendations.
Advanced Excel and mathematics/statistical skills for financial modeling, scenario analysis and reporting; capable of building and explaining complex pay equity cost models.
Proficiency in Microsoft PowerPoint, with the ability to develop executive-level presentations.
Excellent written and verbal communication skills for diverse audiences, including senior level stakeholders.
Qualifications
Bachelor’s degree in Economics, Statistics, HR, Public Policy, Law or related field; MBA a plus.
10+ years of progressive experience in compensation, pay equity analysis, HR analytics, or related fields, ideally in a large, global, public company.
Deep expertise in pay equity methodologies, statistical analysis, and interpretation of results.
Demonstrated experience leading large‑scale, multi‑country pay equity initiatives.
Strong understanding of global pay transparency and equal pay regulations, including direct experience with EU Pay Transparency requirements or similar regulatory frameworks.
Familiarity with Workday systems and configuration a plus.
Japan only
Spain only
China only