Job Summary: The Associate Director, Compensation oversees the design, implementation, governance, and administration of compensation programs aligned with the organization's talent strategy and business goals. This role maintains a scalable job architecture, leads compensation benchmarking and survey activities, and manages the annual year-end compensation cycle. The position works closely with People & Culture, Finance, business leaders, and HRIS teams to ensure programs are competitive, equitable, compliant, financially responsible, and consistently applied.
Responsibilities:- Lead the design, governance, and ongoing management of job architecture, including job families, career tracks, levels, titles, grades, and advancement criteria.
- Evaluate roles, maintain salary structures and market ranges, and recommend titles, grades, pay ranges, and compensation actions using consistent methodology.
- Conduct compensation benchmarking, manage survey participation and vendor relationships, and analyze market data to support competitive and equitable pay decisions.
- Manage the annual compensation cycle, including merit increases, promotions, market adjustments, incentives, budgeting, approvals, communications, and reporting.
- Partner with People & Culture, Finance, HRIS, payroll, recruiters, and business leaders on compensation decisions, internal equity, organizational design, and process execution.
- Develop dashboards, executive-ready analyses, and recurring reports that translate compensation data into actionable insights.
- Maintain compensation policies, documentation, audit controls, pay equity support, and compliance practices while handling confidential information with discretion.
Requirements:- Bachelor's degree in Human Resources, Business, Finance, Economics, Analytics, or a related field; equivalent relevant experience may be considered.
- 5+ years of progressive experience in compensation or total rewards, with direct responsibility for job architecture, market pricing, compensation surveys, and annual compensation cycles.
- Proven experience designing and maintaining salary structures, grades, ranges, and job-leveling frameworks.
- Strong understanding of compensation principles, market data analysis, internal equity, pay governance, and relevant regulations.
- Advanced proficiency in Excel and data analysis; experience with HRIS and compensation planning platforms required (UKG experience preferred).
- Certified Compensation Professional (CCP) or similar credential preferred.
- Experience supporting international or multi-jurisdictional employee populations preferred.
- Demonstrated analytical skills and sound business judgment.
- Strong project and process management abilities.
- Effective stakeholder management and consultative partnership skills.
- Excellent written, verbal, and executive-level communication.
- High attention to detail, data accuracy, and internal controls.
- Ability to manage multiple priorities and make sensitive decisions.
- Commitment to fairness, consistency, confidentiality, and continuous improvement.
