Director of Compensation

About the role

Join an established organization that is investing in the continued evolution of its people and compensation strategy. Partner closely with senior HR leadership and key stakeholders across Finance, Talent Acquisition, HR Business Partners, Payroll, and business leadership. Serve as a trusted compensation subject matter expert, helping leaders make thoughtful, data-driven decisions around pay, structure, internal equity, and market competitiveness. Step into a highly visible role with the opportunity to assess the current state, identify opportunities for improvement, and help shape the future compensation strategy. Join an HR leadership team looking for deep compensation expertise and a leader who can operate comfortably between strategy, analytics, and execution.

The opportunity to take meaningful ownership of an organization's compensation strategy and help define what the function should look like moving forward. A role that goes beyond administering existing programs, with the ability to evaluate, redesign, and improve compensation structures and practices. Significant visibility and partnership with senior HR, Finance, and business leadership. The ability to use analytics and market intelligence to directly influence compensation decisions across the organization. A balance of strategic leadership and hands-on problem solving, ideal for someone who enjoys both building the strategy and getting into the data behind it.

The organization is looking to strengthen its compensation capabilities and create greater consistency between its current programs and its desired future state. This leader will evaluate existing compensation structures, identify gaps, and develop practical recommendations that balance market competitiveness, internal equity, employee retention, and financial discipline. Addressing areas of pay compression and ensuring appropriate differentiation between roles and levels will be an important area of focus. The Director will help ensure job architecture, market benchmarking, salary ranges, and compensation decisions work together as a cohesive framework. Leadership needs a compensation expert who can move beyond identifying issues to modeling solutions, explaining tradeoffs, and helping the organization implement sustainable improvements.

Responsibilities

• Assess the current compensation environment and develop recommendations to strengthen overall compensation philosophy, structure, and governance.
• Lead market pricing and benchmarking efforts, translating external compensation data into actionable recommendations for leadership.
• Evaluate and evolve salary structures, pay grades, ranges, job levels, and broader job architecture.
• Analyze compensation compression, internal equity, market competitiveness, and other pay-related trends to identify areas requiring action.
• Build financial models and scenario analyses to understand the cost and organizational impact of proposed compensation changes.
• Lead or support annual compensation planning activities, including merit increases, promotional adjustments, market adjustments, and incentive planning.
• Establish consistent methodologies for job evaluation, leveling, market matching, and compensation decision-making.
• Partner with HR and Talent Acquisition on compensation for new hires, promotions, retention situations, and difficult-to-price roles.
• Partner closely with Finance to ensure compensation recommendations align with budgeting and workforce planning priorities.
• Develop compensation reporting, dashboards, and analytics that give leadership better visibility into trends, risks, and opportunities.
• Monitor evolving compensation practices, pay transparency requirements