Director of Compensation

Key Responsibilities

• Develop and execute the organization's compensation philosophy and strategy.
• Design compensation programs that align with business objectives, talent strategy, and market competitiveness.
• Advise executive leadership on compensation trends, risks, opportunities, and workforce implications.
• Lead annual compensation planning processes, including merit increases, promotions, market adjustments, incentive plans, and salary reviews.
• Establish compensation governance processes and decision-making frameworks.

Job Architecture Design & Implementation

• Lead the design, implementation, and ongoing management of the organization's job architecture.
• Develop and maintain job families, career frameworks, job levels, and competency models.
• Create scalable career progression frameworks that support talent mobility and workforce development.
• Partner with business leaders to assess and redesign organizational structures as needed.
• Ensure job architecture supports workforce planning, succession planning, recruiting, and performance management.

Salary Structure & Pay Band Management

• Design, implement, and maintain salary grades, pay ranges, and salary bands across all employee populations.
• Conduct market pricing analyses and benchmark positions against relevant labor markets.
• Establish compensation structures that balance external competitiveness with internal equity.
• Develop methodologies for geographic differentials, remote work pay practices, and global compensation structures where applicable.
• Conduct regular reviews of salary structures and recommend adjustments based on market movement and business needs.
• Develop compensation guidelines for promotions, transfers, hiring offers, and internal mobility.

Pay Equity & Compliance

• Lead pay equity analyses and develop remediation strategies where necessary.
• Ensure compliance with all federal, state, local, and international compensation regulations.
• Monitor evolving pay transparency legislation and implement required practices.
• Conduct audits to ensure compensation programs are applied consistently and fairly.
• Maintain documentation and governance controls related to compensation decisions.

Incentive & Variable Compensation Programs

• Design and administer annual incentive, bonus, sales compensation, and recognition programs.
• Evaluate program effectiveness and alignment with organizational performance goals.
• Develop metrics and scorecards to measure compensation program outcomes.
• Partner with Finance to model compensation costs and forecast budget impacts.

Analytics & Reporting

• Develop compensation dashboards, metrics, and executive reporting.
• Analyze compensation trends, turnover data, hiring competitiveness, and workforce demographics.
• Provide data-driven recommendations to support workforce and business decisions.
• Utilize advanced compensation modeling and workforce analytics to inform strategy.

Stakeholder Partnership

• Serve as the primary compensation advisor to senior leaders and HR Business Partners.
• Partner with Talent Acquisition on offer strategy and recruiting competitiveness.
• Collaborate with Finance on workforce planning, budgeting, and compensation forecasting.
• Educate leaders on compensation philosophy, salary administration, and pay decisions.

Team Leadership

• Lead, mentor, and develop compensation professionals and analysts.
• Foster a data-driven, customer-focused compensation function.
• Manage external compensation consultants, survey providers, and technology vendors.