Director of Compensation

About the role

This position offers a remote work arrangement with required travel. A hybrid work arrangement (2 office - 3 home), based in either our Claysburg, PA or Pittsburgh, PA locations is also available. Relocation is available for candidates outside of a commutable distance.

Responsibilities

• Define and lead the organization’s compensation philosophy, strategy, and governance, ensuring alignment with business objectives, workforce strategy, scalability, internal equity, and financial sustainability across all employee populations.
• Own compensation architecture and programs, including job structures, leveling frameworks, base pay, incentives, bonuses, executive compensation, relocation, and special incentive programs, ensuring consistency, clarity, and effective program administration.
• Direct annual and ongoing compensation planning and execution, including merit, incentive, bonus, and executive pay processes, with appropriate governance, performance differentiation, and executive and Board-level oversight.
• Establish and oversee market pricing, benchmarking, and competitiveness strategies, leveraging market data and analytics to support compensation decisions across corporate, field, distribution, and store roles.
• Partner with Executive Leadership, the Board, Legal, and Finance on executive compensation, including program design, benchmarking, regulatory compliance, and preparation of analyses and recommendations for Board review.
• Lead pay equity, transparency, and regulatory compliance efforts, proactively assessing risk and ensuring adherence to compensation-related laws and standards in partnership with HR Compliance and Legal.
• Serve as a strategic advisor to senior leaders, translating compensation data, trends, and insights into clear, actionable recommendations that inform business strategy and talent decisions at enterprise, functional, and field levels.
• Oversee the design, implementation, and ongoing management of the organization’s relocation and incentive programs, including policy development, vendor oversight, and program administration.
• Collaborate with Finance and Operations on compensation budgeting, forecasting, and cost modeling, ensuring programs support enterprise financial goals while maintaining competitiveness and equity.
• Build, lead, and develop a high-performing compensation team, including hiring, coaching, performance management, succession planning, and stewardship of the compensation function’s budget and resources.

Qualifications

• Equivalent combinations of education, licenses, certifications and/or experience may be considered.
• Education: Bachelor’s degree in Human Resources, Business, Finance, or a related field required; Master’s degree preferred.
• Experience: Minimum 10 years of progressive compensation experience, including leadership responsibility within a large, complex organization required; Minimum 3 years supervisory experience required; Demonstrated experience in market pricing, data analysis, financial modeling, and the use of HRIS and compensation planning tools required; Experience collaborating with diverse stakeholders, communicating complex information clearly, and identifying and resolving issues required; Experience applying business principles to compensation topics and communicating complex information clearly to executive and management stakeholders required; Retail, multi-unit, or large hourly workforce experience strongly preferred.
• Licenses/Certifications: Certified Compensation Professional (CPP) preferred; SHRM Certified Professional (SHRM) preferred.
• Tools & Equipment: General Office Equipment.