• Define and own the overall service acceptance strategy, governance model, and execution roadmap • Lead and develop a global team of acceptance managers, test leads, and engineers across multiple regions • Establish validation standards, acceptance criteria, and structured test frameworks • Oversee execution of validation activities including regression, interoperability, and performance testing • Ensure acceptance processes meet defined performance requirements, SLAs, and compliance standards • Develop and implement automation strategies for regression and acceptance testing • Coordinate cross-functional teams to ensure alignment across system integration, deployment, and validation efforts • Manage engagement with external partners and ensure successful integration and validation across multiple systems • Drive defect tracking, root cause analysis (RCA), and resolution workflows to ensure high-quality outcomes • Ensure readiness documentation, test results, and acceptance artifacts are complete and auditable • Lead transition of accepted services into operational environments, ensuring stability and readiness • Provide executive-level reporting on acceptance progress, risks, and performance metrics • Drive continuous improvement of validation processes, frameworks, and operational efficiency

• Develop and implement the sales strategies required to grow the Managed Services business and cross sell services. • Grow business through development and delivery of support services, billable client consultations, and recurring revenue contracts. • Manage the end-to-end sales process for all opportunities including initial client communication, presentations, proposal submittal, negotiation of pricing and deal closing. • Develop market penetration plans and execute client contact strategies. • Drive the team to grow the pipeline by establishing and achieving lead generation, prospecting, and other sales goals. • Develop credibility with existing clients and ensure relationships are being maintained and grown. • Achieve monthly, quarterly, and annual sales targets. • Ensure renewal and expansion of current contracts. • Lead ongoing efforts to evolve and define new and value-added offerings and packages. • Develop business plan and manage P&L. • Set the operational vision, support, and mentor the operational leadership team to support network technology needs for clients. • Develop sales and support related procedures and deliverables in conjunction with operational teams to meet growth targets and create a sustainable Managed Services value proposition. • Oversee and support the execution. • Manage multiple concurrent support initiatives that are complex and unique in nature. • Analyze business processes and work with customers to determine and document business requirements and translate them into clear and concise technical specifications. • Determine opportunities for improvement in incident resolution process. • Direct technical staff to manage incidents using proven investigation and resolution techniques. • Set direction, drive change, align people, motivate, and inspire, recognize, and reward resources who are helping deliver / fulfill our client commitments. • Develop key organizational enablers - communicate, educate, coach, mentor, organize, define - relative to the core business processes to make our business successful. • Ensure the ongoing training and development of direct reports and their respective teams. • Guide and mentor operational leadership team supporting both in-house and outsourced staff allocation, hiring, offboarding, and performance reviews.

• Driving programmatic strategy and improved client performance by thinking beyond the brief, embrace innovation, plan future-proof, and push past the status quo • Embedding yourself and key programmatic team members deeply within our client’s engagement (internally and externally) to consistently deliver client first recommendations and ways of working efficiencies • Cultivating and maintaining successful, long term client relationships • Agile problem solving, exceptional storytelling, and communication skills both interpersonally and intrapersonally • Leading and mentoring team members, with the ability to provide both strategic and tactical feedback with ease and empathy • Promoting our core values and driving a positive work environment/culture

Role Description Servco is seeking an experienced and strategic Director, Global Compensation to build and lead our enterprise compensation function during a transformative period of growth and organizational evolution. Reporting directly to the Chief People Officer, this role serves as the company's senior compensation expert and trusted advisor to executive leadership, the CFO, and the Compensation Committee on all matters related to compensation strategy, governance, executive pay, and pay-for-performance design. As Servco's first enterprise compensation leader, you will establish the compensation philosophy, governance frameworks, job architecture, and compensation standards that support a diverse, multi-entity global organization. You will play a critical role in shaping executive compensation programs, driving workforce transformation initiatives, and creating scalable compensation practices that enable business growth while ensuring market competitiveness, internal equity, and sound governance. This is a unique opportunity for a compensation leader who enjoys building from the ground up, influencing at the highest levels of an organization, and partnering across business units to create a modern, data-driven compensation strategy. If you are energized by solving complex compensation challenges, leading through influence, and delivering meaningful business impact, we invite you to join us in defining the future of rewards at Servco. Key Outcomes - Enterprise Compensation Framework Built: Designs and implements Servco’s enterprise compensation philosophy, governance framework, job architecture, and leveling standards across all legal entities, providing the CPO and executive team with a defensible, documented foundation for all compensation decisions. - Executive Compensation Owned: Directly manages all executive compensation to include pay positioning, incentive design, and long-term incentive structures. Leads Compensation Committee preparation and support with confidence and credibility; executive pay decisions are well-supported, timely, and aligned with board expectations. - Business Unit Compensation Alignment: HI Mobility and AU business unit HR teams operate within a consistent, enterprise-defined compensation framework. - HI Transformation Supported: Leads compensation reset in alignment with Hawaii Workforce Transformation effort, supporting the HI Compensation team in completing current state assessment, designing future state, and delivering implementation roadmap on schedule. - Pay-for-Performance Implemented: Designs and implements a pay-for-performance structure connecting compensation to performance outcomes. - Team Built and Effective: Builds, leads, and develops a direct team of compensation professionals while effectively managing in a matrixed environment, establishing clear standards, enabling Business Unit HR partners to execute with confidence, and fostering a culture of rigor, discretion, and strong business partnership across both direct and indirect relationships. Qualifications - Education: Bachelor’s degree and Master’s degree or MBA preferred. - Work Experience: - 10+ years of progressive compensation experience, with at least 3 years in a senior or lead role owning total rewards design. - Direct, hands-on experience with executive compensation to include design, governance, and Compensation Committee interaction and serving as the primary compensation expert in those conversations. - Experience operating as a compensation center of excellence: establishing standards and frameworks that HR business partners and BU teams execute against. - Experience building or significantly redesigning compensation infrastructure in complex, multi-entity or multi-geography organizations. - Experience managing and developing a compensation team. - Familiarity with unionized environments and collectively bargained wage structures strongly preferred. - Prior experience in retail, automotive, or operationally complex industries a plus. - Skills: - Deep technical compensation expertise: market pricing, job architecture, salary structure design, incentive plan design, and executive pay. - Strong analytical and financial modeling capability; able to build business cases, model compensation scenarios, and track program effectiveness. - Able to translate complex compensation concepts into clear, actionable guidance for HR partners and senior business leaders. - Skilled at leading through influence: drives consistency and standards through BU HR teams without direct authority. - Strong executive presence and communication; credible and effective in conversations with the board, CFO, and ownership. - AI fluency and demonstrated curiosity for emerging technology; working knowledge of AI tools as applied to compensation and HR analytics, with a genuine drive to continuously learn including hands-on exploration of agentic AI applications that can automate and enhance compensation workflows. - Competencies: - Strategic Thinking - Executive Presence & Executive Stakeholder Management - Analytical Thinking & Data-Driven Decision Making - Builder’s Mentality / Bias for Action - Influencing Without Authority - Discretion & Judgment - Team Leadership & Development - Business Partnership - Licenses and Certifications: Certified Compensation Professional (CCP) preferred. No additional licenses or certifications required. Location Flexibility This role is open to remote candidates within the United States, preferably on the West Coast. Relocation to Hawaii is not required; however, periodic travel to Hawaii and other business locations may be expected. Pay Range $137,300.00 - $208,660.00 per year