Compare profiles
Side-by-side leveling, scope, and market pay. Add up to four via ?keys=SWE.GEN.P5,SWE.GEN.P6.
| vs | M6 COMP.GEN.M6 Vice President/Head of Total Rewards | M5 COMP.GEN.M5 Senior Director/AVP | M4 COMP.GEN.M4 Director | M3 COMP.GEN.M3 Senior Manager |
|---|---|---|---|---|
| Market pay | — | — | — | — |
| Level | M6 · M6 — Vice President | M5 · M5 — Senior Director | M4 · M4 — Director | M3 · M3 — Senior Manager |
| Function | Compensation & Benefits | Compensation & Benefits | Compensation & Benefits | Compensation & Benefits |
| Focus | General | General | General | General |
| Typical years | 15–25 | 12–18 | 10–15 | 8–12 |
| Scope | A major function or division | Multiple functions or a large department | A function or department | Multiple teams or a sub-function |
| Autonomy | Accountable for division strategy and outcomes | Owns multi-year strategy for the area | Owns area strategy and budget | Sets goals within functional strategy |
| Impact | Division-wide / organization-wide | Multi-function results | Function-level results | Sub-function outcomes |
| Decision rights | Owns strategy, budget, and org for a division | Owns investment and org design across functions | Owns strategy, budget, and org design for the area | Owns goals, budget input, and people decisions across teams |