Director, Compensation

About The Role

We are seeking a hands-on, strategic, and analytically driven Director of Compensation to lead the design and execution of enterprise-wide compensation strategy. This includes developing and driving all aspects of Compensation, equity-based programs, variable pay, bonuses, and ensuring that our functional programs support our diverse enterprise workforce.

What You Get To Do Every Day

• Evaluate current-state compensation programs, structures, in light of a fast-moving environment and evolving macro-environment.
• Assess and prepare for future-state needs and recommend data-driven enhancements enterprise wide.
• In partnership with the VP, Total Rewards, own and evolve our compensation strategy in alignment with business priorities.
• Innovate and introduce AI tools and process approaches into our compensation department that enable greater productivity and/or better outcomes.
• Lead compensation market analyses across the organization to ensure competitive market pricing and internal equity, informing compensation and benefits decisions.
• Partner with Talent Acquisition to benchmark roles and design competitive total rewards packages.
• Lead the annual rewards cycle, including merit and promotion reviews, in close partnership with FP&A on budget modeling.
• Serve as a subject matter expert and consultant to business leaders on the company's total rewards philosophy.

Minimum Requirements

• 7+ years of progressive compensation experience with increasing scope and responsibility, including leadership of enterprise compensation strategy and execution.
• Proven track record of designing, implementing, and scaling impactful compensation, incentive, and retention programs in high-growth environments, with a strong focus on sales operations and retail organizations.
• Deep expertise in sales compensation design, including incentive plan architecture, and performance-based reward structures strongly preferred.
• Experience in executive compensation design and administration strongly preferred.
• Experience in public company environments, including exposure to compensation committee processes, governance frameworks, and regulatory considerations strongly preferred.
• Experience in high-growth environments, including B2C, retail, or sales-led B2B organizations, with demonstrated ability to scale compensation programs in fast-paced, evolving business models.
• Strong project management skills with the ability to lead multiple complex, cross-functional workstreams simultaneously.
• Strong analytical skills with expertise in data modeling, forecasting, and compensation metrics to drive insights and decision-making.
• Exceptional communication and stakeholder management skills, with a demonstrated ability to influence and align cross-functional partners and executive leadership.
• Ability to thrive in a fast-paced, dynamic environment while managing multiple competing priorities with strong organizational discipline.
• Comfortable operating in ambiguity, with the ability to adapt quickly to changing business needs and priorities.
• Highly motivated self-starter with a strong sense of urgency and ability to deliver high-quality work under pressure.
• Strong ability to develop and mentor talent.

Preferred Requirements

• Deep experience in sales compensation design, including incentive plan architecture, quota setting, and performance-based reward structures strongly preferred.
• Experience in executive compensation design and administration strongly preferred.
• Experience in public company environments, including exposure to governance, compensation committee processes, and regulatory considerations, strongly preferred.
• Experience in high-growth environments, including B2C, retail, or sales-led B2B organizations, with exposure to scaling compensation programs in fast-moving, evolving business models preferred.

Compensation, Benefits, + Perks

The expected salary range for this role is $195,000.00-$235,000.00. To determine starting pay we carefully consider a variety of factors, including primary work location and an evaluation of a candidate’s skills, experience, market demands, and internal parity. Additionally, salary is just one component of TRR’s total rewards package. Depending on role, employees may also be eligible for a bonus program, incentive pay and benefits.