VP Compensation Strategy and Operations

About this role

At Prologis, we don’t just lead the industry—we define it with a 1.3 billion square foot portfolio and an annual throughput of approximately $3.2 trillion. We create the intelligent infrastructure that powers global commerce, seamlessly connecting the digital and physical worlds. From agile supply chains to energy solutions, our ecosystems help your business move faster, operate smarter and grow sustainably. With unmatched scale, innovation and expertise, Prologis is a category of one—not just shaping the future of logistics but building what comes next. Job Title: VP Compensation Strategy and Operations Company: Prologis

A Day in the Life As Vice President, Compensation Strategy & Operations at Prologis, you will serve as a senior enterprise compensation advisor to business leaders, HR partners, Talent Acquisition, Finance, Legal, Stock Administration, and other key stakeholders. Reporting to the SVP, Compensation, Benefits, & HR Technology, you will help shape compensation strategy, strengthen execution, and elevate the effectiveness of the function.

This role combines operational leadership with transformation. You will ensure compensation programs and processes are executed with precision while advancing stronger analytics, modern tools, and scalable approaches that improve quality, speed, and the employee and leader experience.

Success requires deep compensation expertise, strong executive presence, sound judgment and the ability to think beyond the immediate request, connect data to business strategy, and translate complex compensation, equity, transaction, and global workforce issues into practical, decision-ready recommendations. You will also lead and develop a small compensation team, strengthening analytical rigor, service delivery, and collaboration.

Key Responsibilities Executive Partnership & Strategy • Serve as a senior compensation advisor to executives and HR leadership, building trusted relationships and shaping compensation strategies that support business priorities, talent outcomes, and long-term value creation. • Lead compensation strategy across assigned business areas, including base pay, annual incentives, long-term incentives, equity programs, recognition, retention, and differentiated arrangements for critical talent. • Anticipate business needs, frame complex issues, assess risks and tradeoffs, and use data analysis, market intelligence, financial modeling, and business context to deliver clear, decision-ready recommendations. • Partner with Talent Acquisition and HR Business Partners on executive and senior-level compensation decisions.

Compensation Operations, Governance & Modernization • Own compensation operations and annual planning cycles, including salary planning, incentive and equity award cycles, pay-for-performance calibration, pay equity analysis, executive review materials, and leadership decision support. • Ensure compensation processes, governance, controls, systems, and annual calendars are disciplined, scalable, and executed effectively, creating a seamless experience for leaders, HR partners, and employees. • Drive continuous improvement through process redesign, automation, AI-enabled solutions, stronger analytics, and modern compensation tools that improve quality, consistency, speed, and scalability.

Global Compensation and M&A • Advance global compensation initiatives, including support for M&A due diligence and integration.

 Team Leadership & Capability • Lead, coach, and develop a small compensation team, establishing clear priorities, raising analytical and consulting capability, strengthening service delivery, and ensuring strong execution across both operational and strategic work. • Foster a collaborative and empowering team environment.

Building Blocks for Success

Required • 12+ years of progressive compensation experience in a public company or similarly complex environment. • Deep expertise in compensation strategy, equity, incentives, market pricing, pay governance, and annual compensation planning. • Strong operational discipline, with experience improving compensation processes, systems, and annual cycles. • Demonstrated people leadership experience, with the ability to build capability and strengthen team performance. • Strong executive presence, sound judgment, and the ability to influence senior leaders and partner effectively across functions. • Exceptional analytical, financial modeling, problem-solving, presentation, and communication skills. • Experience supporting reorganizations, business transformation, and other complex organizational changes. • Experience leveraging AI, automation, or process redesign to improve operational effectiveness. • High judgment, discretion and integrity • Ability to travel up to 10%.

Preferred • Advanced degree and/or CCP certification. • Experience with Workday and compensation planning/benchmarking tools. • Experience supporting executive compensation programs, proxy disclosures, or specialized long-term incentive plans. • Experience leading global compensation initiatives. • Experience applying operational excellence, continuous improvement, or AI-enabled process redesign. • Demonstrate willingness and capability to leverage emerging technology, automation, and AI tools to improve efficiency, quality, and speed. Exercises sound judgment, creative thinking, and accountability for outcomes.

Hiring Salary Range of: $255,000 - $319,000. Salary and whole compensation package (bonus target & LTI) to be determined by the candidate’s location, education, experience, knowledge, skills, and abilities, as well as internal equity and alignment with market data.

#LI-TA1 People First Each of us working at Prologis plays an essential role in the enduring success of our company. We value people who are decisive, courageous and adaptable. While we are one company, locations and departments operate with autonomy and accountability. Individuals take the initiative here.

When you join Prologi

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