Director, Compensation

Who We Are:

WWE® is an integrated media organization and the recognized global leader in sports entertainment. The company consists of a portfolio of businesses that create and deliver original content 52 weeks a year to a global audience. WWE is committed to family-friendly entertainment on its television programming, premium live events, digital media, and publishing platforms. WWE’s TV-PG programming can be seen in more than 1 billion households worldwide in more than 20 languages through world-class distribution partners including NBCUniversal, The CW and Netflix. In the United States, NBCUniversal’s streaming service, Peacock, is the exclusive home to all premium live events, a variety of original programming and a massive video-on-demand library. Netflix is the exclusive home for WWE programming around the world, other than select international markets. WWE is part of TKO Group Holdings (NYSE: TKO). Additional information on WWE can be found at wwe.com and corporate.wwe.com. TKO Group Holdings, Inc. (NYSE: TKO) is a premium sports and entertainment company. TKO owns iconic properties including UFC, the world’s premier mixed martial arts organization; WWE, the global leader in sports entertainment; and PBR, the world’s premier bull riding organization. Together, these properties reach 1 billion households across 210 countries and territories and organize more than 500 live events year-round, attracting more than three million fans. TKO also services and partners with major sports rights holders through IMG, an industry-leading global sports marketing agency; and On Location, a global leader in premium experiential hospitality.

Position Title: Director, Compensation

Reporting To: SVP, Total Rewards

Position Summary:

The Director, Compensation, is a key strategic leader responsible for the design, implementation, and governance of global compensation programs across the company. This includes base salary structures, incentive programs, equity plans, job architecture, and pay-for-performance frameworks.

This role is critical in driving a high-performance culture by aligning pay decisions with measurable business and individual outcomes. Working closely with key stakeholders, including Finance and business leadership, this role will implement compensation strategies that are competitive, equitable, and performance-driven— across our global organization.

Key Responsibilities:

Compensation Strategy

• In partnership with the SVP, Total Rewards lead the design and execution of a global compensation strategy that reinforces a strong pay-for-performance culture.

• Aim to build out compensation programs that reward measurable impact, drive accountability, and support business growth and innovation.

• Provide strategic guidance on linking variable pay (bonuses, incentives, equity) to individual and business performance.

• Oversee the design and management of sales commission plans and variable incentive programs, ensuring they are competitive, results-oriented, and aligned with business goals.

Program Design & Execution

• Own global compensation planning processes, including annual salary increase reviews, bonus programs, and equity — ensuring performance data informs pay decisions.

• Build and maintain salary structures, short- and long-term incentive plans, and internal job frameworks that support scalable and consistent pay practices within business units and across the company.

Market Intelligence & Competitive Positioning

• Conduct compensation benchmarking and market analyses to ensure compensation offerings remain competitive, fair, and aligned.

• Leverage data to drive compensation decisions that support strategic talent segments, critical roles, and high-performing teams.

• Champion the adoption of AI-powered tools and advanced analytics to enhance compensation benchmarking, internal equity analysis, and market competitiveness—helping us make smarter, faster, and more inclusive compensation decisions.

Governance, Compliance & Equity

• Establish and enforce global governance policies to ensure consistency, transparency, and compliance with legal requirements (e.g., pay equity laws, FLSA, local labor laws).

• Collaborate with Legal, HR, and other teams to ensure compensation practices are inclusive and equitable.

Collaboration & Stakeholder Influence

• Act as a trusted advisor to HRBPs, Talent Acquisition, and senior leaders on compensation-related matters, including performance cycles, promotions, and offer s