Lead Compensation - Equity Administration

Nice to Have

• Experience with Fidelity PSW or a similar equity administration platform.
• Ability to independently manage projects, drive deliverables, and collaborate effectively across teams and functions.
• Demonstrated ability to work effectively within a global organization, including experience supporting multi-country equity, payroll, or compensation processes.
• Strong written and verbal communication skills, with the ability to explain complex equity topics clearly to employees, HR partners, and leaders.
• Strong planning and organizational skills, with the ability to manage competing priorities, deadlines, and recurring operational cycles.
• Expert-level Excel skills, including advanced formulas, lookups, data validation, pivot tables, and reconciliation techniques; experience with reporting tools or dashboards preferred.
• Strong analytical skills, including the ability to interpret data, identify trends, assess risks, and make practical recommendations to improve processes and outcomes.
• Expected Salary Range $88,000.00 - $177,000.00 The exact Salary will be determined based on qualifications, experience and location.
• If you need a reasonable accommodation for any part of the employment process, please contact us by email at usaccommodations@gf.com and let us know the nature of your request and your contact information.
• Requests for accommodation will be considered on a case-by-case basis.
• Please note that only inquiries concerning a request for reasonable accommodation will be responded to from this email address.
• An offer with GlobalFoundries is conditioned upon the successful completion of pre-employment conditions, as applicable, and subject to applicable laws and regulations.
• GlobalFoundries is fully committed to equal opportunity in the workplace and believes that cultural diversity within the company enhances its business potential.
• GlobalFoundries goal of excellence in business necessitates the attraction and retention of highly qualified people.
• Artificial barriers and stereotypic biases detract from this objective and may be illegally discriminatory.
• All policies and processes which pertain to employees including recruitment, selection, training, utilization, promotion, compensation, benefits, extracurricular programs, and termination are created and implemented without regard to age, ethnicity, ancestry, color, marital status, medical condition, mental or physical disability, national origin, race, religion, political and/or third-party affiliation, sex, sexual orientation, gender identity or expression, veteran status, or any other characteristic or category specified by local, state or federal law