Director – Compensation

Director – Compensation

Requirements

• Bachelor’s degree in Human Resources, Finance, Business Administration, or a related field.
• 10+ years of progressive compensation experience, including leadership roles.
• Demonstrated expertise in job architecture, salary structure design, incentive programs, and executive compensation.
• Strong understanding of FLSA, pay transparency laws, and compliance obligations across multiple jurisdictions.
• Exceptional analytical and communication skills, with the ability to influence and educate across all organizational levels.
• Experience with Workday Compensation and advanced Excel skills required.

Responsibilities

• Develop and lead a comprehensive compensation strategy that supports talent attraction, retention, and performance across venues, corporate functions, and international markets.
• Design, implement, and oversee compensation structures—including salary base pay, variable pay programs, corporate bonus plans, and sales incentive programs.
• Ensure compliance with U.S. federal, state, and local laws (e.g., FLSA, pay equity, and applicable global pay-related regulations).
• Lead the design and administration of executive compensation programs, including equity and long-term incentives, in partnership with senior leadership and global headquarters.
• Conduct in-depth market benchmarking and analysis to guide compensation decisions and ensure competitiveness across a range of geographies and role types.
• Manage compensation survey participation and maintain strong relationships with survey vendors to inform pay structure decisions.
• Oversee company-wide compensation planning processes including merit increases, promotional adjustments, and bonus cycle management.
• Establish and maintain global job architecture, pay structures, and job leveling frameworks to drive internal equity and career pathing clarity.
• Partner closely with Finance, Talent Acquisition, and HR Business Partners to align compensation with workforce planning and budgetary goals.
• Serve as a strategic advisor to business leaders and HR teams on pay decisions, role evaluations, and market competitiveness.
• Present key findings, insights, and recommendations to executive leadership to inform total rewards strategies.
• Develop and track KPIs to evaluate program effectiveness and support continuous improvement efforts.
• Champion a pay-for-performance culture while upholding principles of fairness, transparency, and compliance across all employee populations.
• Leverage Workday as the core compensation management system, including configuration, reporting, and administration of compensation cycles. Partner with internal teams and external consultants to optimize Workday Compensation functionality and integrations.

Preferred Qualifications

No preferred qualifications provided.