Director Compensation

General Function

The Director, Compensation is a key member of the North America Total Rewards Leadership team responsible for delivering strategic compensation partnership, program governance, analytics, and process excellence for assigned business areas. This role partners closely with business leaders, HR Business Partners, Finance, Legal, HR Systems, and global Compensation to design, govern, administer, and continuously improve compensation programs that support business priorities, attract and retain talent, reinforce performance, and ensure scalable processes delivering consistent, compliant pay practices.

Major Duties and Responsibilities

• Serve as a strategic compensation partner to assigned business areas providing consultative guidance to leaders and HR partners on pay decisions, organizational changes, job evaluations, market competitiveness, retention needs, and application of compensation programs.
• Lead the design, governance, administration, and continuous improvement of broad-based compensation programs including base pay, annual bonus, incentive pay programs, and related compensation processes.
• Lead assigned compensation systems, tools, and process governance including workflows, process documentation, data integrity, reporting, controls, automation opportunities, and partnership with HR Systems to improve scalability, consistency, and user experience.
• Oversee compensation support for annual and recurring processes including salary planning, incentive planning, market pricing, job architecture, and compensation planning tools & technologies.
• Establish incentive strategy and governance including incentive design, operational frameworks, performance measures, plan eligibility, plan documentation, governance structures, and partnership with Finance and commercial teams on cost modeling, accruals, plan funding, and performance tracking.
• Build stronger analytics, insights, and decision support for leaders and HR partners by translating compensation data, market intelligence, workforce trends, internal equity, and projected outcomes into clear recommendations.
• Establish, monitor, and communicate compensation program metrics to evaluate effectiveness, competitiveness, consistency, cost, process performance, and areas for improvement.
• Ensure compensation programs, processes, and decisions are administered consistently and in compliance with applicable, federal, state, provincial, local laws & regulations, company policies, and governance standards.

Basic Qualifications

• Bachelor’s degree in business, Human Resources, Finance, or related field.
• 8+ years of progressive compensation experience including plan design, market pricing, salary administration, incentive compensation, analytics, governance, and process compensation management.
• Proficiency with Microsoft Office platforms, including advanced Excel and PowerPoint; experience with the latest compensation planning, reporting, and analytics tools.
• Knowledge of applicable federal and state laws, pay transparency requirements, and related compliance considerations.

PREFERRED QUALIFICATIONS

• Certified Compensation Professional (CCP) or other relevant Total Rewards certification
• Experience with incentive design and governance for sales, business-to-business, retail, operations, or field-based populations.
• Experience in wholesale, retail, manufacturing, healthcare, life sciences, consumer, or other large-scale operating environments.

Pay Range

Pay Range: 200,383.60 - $240,000

Benefits

• Health care
• Retirement savings
• Paid time off/vacation
• Variety of employee discounts

Equal Opportunity Employer

We are an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, gender, national origin, social origin, social condition, being perceived as a victim of domestic violence, sexual aggression or stalking, religion, age, disability, sexual orientation, gender identity or expression, citizenship, ancestry, veteran or military status, marital status, pregnancy (including unlawful discrimination on the basis of a legally protected pregnancy or maternity leave), genetic information or any other characteristics protected by law. Native Americans in the US receive preference in accordance with Tribal Law.