Director Compensation

Responsibilities

• Lead the design and initial implementation of enterprise-wide compensation programs—including base pay, variable pay, and equity—ensuring the first iteration aligns with organizational goals and regulatory requirements before transitioning ongoing ownership to the appropriate teams.
• Influence compensation strategy by providing data-driven insights, market intelligence, and operational expertise to senior leadership.
• Design and modernize compensation plans, processes, and tools to improve clarity, consistency, and scalability across the organization.
• Shape the strategy and lead the implementation of changes for the annual compensation cycle (merit, bonus, salary structure updates), establishing the framework that strengthens the link between pay and performance before transitioning ongoing execution to the appropriate teams.
• Lead the initial build-out of compensation policies, procedures, and tools, including early-stage payroll integration and communications, creating the framework for ongoing execution by the broader organization.
• Partner with HRIT to guide system configuration and enhancements in platforms such as Workday, UKG, and Oracle, ensuring compensation processes are accurate, efficient, and compliant.
• Leverage AI enabled tools and workflow automation to improve data accuracy, streamline compensation processes, and enhance decision support for leaders.
• Identify opportunities to use AI supported analytics, modeling, and workflow routing to streamline processes, improve data accuracy, and enhance decision support.

Qualifications

• Education: Bachelor’s degree in finance, Business, or related field; CCP or similar certification preferred.
• Experience: 15+ years of progressive compensation experience, experience in U.S. government contracting preferred.
• Deep knowledge of FAR, DFARS, CAS, DCAA, and other relevant regulatory frameworks.
• Experience implementing compensation programs, job architecture frameworks, and managing organizational change.