Director of Compensation

Responsibilities

• Partner with the HR Senior leaders and key business leaders to support the design and evolution of NFI’s compensation strategy across all business segments, including hourly, salaried, sales, and executive populations.
• Ensure compensation programs are aligned with business and talent strategies, market competitive, and fiscally responsible.
• Develop and manage compensation philosophy, guiding principles, and governance practices.
• Ensure compliance with federal, state/provincial, and international pay-related laws and regulations (e.g., FLSA, pay equity, pay transparency).
• Develop and lead a high-performing compensation team responsible for execution, analytics, and operational support.
• Manage and evolve salary structures, pay bands, and other compensation fundamentals to ensure market competitiveness and internal equity.
• Oversee compensation survey participation, benchmarking, and market analysis for all job levels.
• Collaborate with HRIS and Finance on data integrity, reporting, and system enhancements.
• Develop compensation education and communication materials for HR and business leaders.
• Act as an advisor to business and HR leaders on compensation planning, job architecture, leveling, and pay equity.
• Collaborate on RFPs and business specific compensation requests to support growth and commercial competitiveness.
• Lead compensation programs in alignment with business goals, M&A activity, and workforce transformations.
• Partner with finance and business leaders to align bonus program frameworks across the organization, ensuring consistency, transparency, and scalability across business units and functions.
• Lead annual compensation cycle planning including budgeting, modeling, and communications.
• Partner to oversee administration of commission and long-term incentive programs (LTIPs), ensuring alignment with market trends, internal equity, and retention objectives.
• Support compensation leadership during mergers and acquisitions including due diligence and post-close integration of base and incentive programs.
• Evaluate compensation and bonus structures of acquired entities for alignment, harmonization, and integration.

Qualifications

• Bachelor’s degree in Human Resources, Finance, Business, or related field; Master’s degree or CCP certification preferred.
• 10+ years of progressive experience in compensation, with 5+ years in a Director/leadership role; experience in Total Rewards or closely aligned functions preferred.
• Experience in key competencies in key design elements such as base, variable, sales, and executive compensation, including incentive design and compensation-related leadership for mergers, acquisitions, and integrations.
• Deep knowledge of compensation laws and regulations in the U.S and Canada.
• Exceptional communication and influencing skills with the ability to present complex information to executives and fundamental concepts to employees.
• High attention to detail and commitment to data integrity.
• Ability to manage multiple priorities in a fast-paced environment.
• Experience supporting compensation programs for a diverse workforce, including hourly, professional, and executive roles.
• Experience in operating compensation modules and design of compensation plans in HR Information Systems such as UKG, Workday, etc.
• Expertise in survey participation and incentive plan design.
• Demonstrated experience leading compensation components of M&A activity and organizational integrations.
• Proven ability to develop and drive compensation strategy in partnership with business and HR leadership.
• Strong business acumen and financial modeling skills.
• Strong analytical skills; proficiency with compensation tools and platforms (e.g., Workday, ERI, Radford, Mercer, WTW).
• Strong Microsoft Excel skills with proficient use of formulas and analysis required.
• Experience working in Google Applications and MS Office Applications.