Compensation Director

What You’ll Do

• Lead the execution and ongoing evolution of the organization’s established compensation philosophy.
• Partner directly with the CPO and executive leadership as the primary compensation subject matter expert.
• Ensure compensation programs are aligned with business priorities, talent strategy, and financial parameters.
• Provide strategic recommendations to leadership based on market insights, internal equity, and financial impact.

Job Architecture & Pay Structure Design and Implementation

• Design and implement a comprehensive job architecture, including job families, leveling, and career paths across the organization.
• Build and maintain market-competitive salary structures, pay ranges, and frameworks.
• Ensure consistent role evaluation and application in partnership with HR Business Partners and leaders.

Annual Compensation Planning & Financial Management

• Lead the annual compensation planning process, including merit increases, bonus payouts, sales incentive plans, and promotional increases.
• Develop and manage compensation budgets, including forecasting, scenario modeling, and cost impact analysis.
• Partner closely with Finance to ensure compensation programs are affordable, sustainable, and aligned with annual operating plans.
• Provide guidance, tools, and guardrails to leaders to support effective compensation decision-making.

Incentive, Bonus & Sales Compensation Programs

• Design, implement, and oversee short-term incentive, bonus, and sales compensation programs.
• Partner with Revenue and Finance leaders to align sales incentive plans with revenue goals, performance metrics, and desired behaviors.
• Ensure bonus programs are financially sound, scalable, and consistently administered.
• Develop plan documentation, eligibility criteria, metrics, payout calculations, and communication materials.

Market Benchmarking & Analytics

• Establish and maintain a rigorous benchmarking approach using relevant market data sources, including sales and revenue-generating roles.
• Monitor market competitiveness, internal equity, compression, and pay progression.
• Deliver data-driven insights, dashboards, and recommendations to executive leadership.

Compliance & Risk Management

• Ensure compensation programs comply with applicable federal, state, and local regulations, including pay equity and transparency requirements.
• Identify and mitigate compensation-related risks, including those associated with incentive and sales compensation plans.
• Serve as a trusted advisor on complex, sensitive compensation matters.

Leadership & Cross-Functional Collaboration

• Build, lead, and develop the compensation function and team, as applicable.
• Partner cross-functionally with Finance, Legal, People & Culture, Sales, and business leaders across all lines of business.
• Serve as a trusted advisor on complex, sensitive compensation matters.

Change Management & Communication

• Lead change management related to compensation program enhancements and structural improvements.
• Partner with Learning & Development and Communications to develop clear, leader-ready communications and training materials.
• Drive understanding, adoption, and confidence in compensation programs across the organization.