Job summary:
The Director, Compensation & Benefits, is responsible for leading the strategy, design, and execution of enterprise-wide compensation and benefits programs that support the organization’s business objectives and talent strategy. This role provides strategic leadership and hands-on oversight of base pay, incentive programs, job architecture, market benchmarking, and benefits offerings to ensure programs are competitive, equitable, and aligned with market and organizational goals.
The Director partners closely with HR leadership, business leaders, and finance to drive data-informed decisions, enhance employee value proposition, and ensure compliance with regulatory requirements. This role will also lead a team responsible for compensation and benefits operations, continuous process improvement, and governance of policies and programs.
Let’s talk job responsibilities:
Strategy & Program Leadership
- Lead the development and execution of enterprise compensation and benefits strategies aligned with business objectives and workforce plans
- Design and oversee base salary structures, short- and long-term incentive programs, and total rewards frameworks
- Ensure programs are competitive through market pricing, benchmarking, and trend analysis
- Partner with senior leadership to provide guidance and recommendations on complex compensation decisions
Compensation Planning & Execution
- Oversee annual compensation processes, including merit cycles, bonus planning, and incentive payouts
- Ensure consistency, accuracy, and governance across compensation planning activities
- Provide oversight of job architecture, job families, and leveling frameworks to ensure alignment with market data
- Guide market analyses for new and existing roles to ensure appropriate job matching and pay positioning
Benefits Strategy & Administration
- Lead the design, evaluation, and administration of employee benefits programs, ensuring competitiveness and cost-effectiveness
- Partner with vendors and internal stakeholders to optimize benefit offerings and enhance employee experience
- Monitor utilization, trends, and regulatory changes to drive continuous improvement
Compliance, Governance & Risk Management
- Ensure compliance with all federal, state, and local regulations related to compensation and benefits
- Establish governance frameworks, policies, and audit processes to ensure program integrity
- Support internal and external audits and ensure proper documentation and controls
Analytics & Reporting
- Lead development of compensation and benefits analytics, dashboards, and reporting to support decision-making
- Identify trends, risks, and opportunities through data analysis and provide actionable insights to leadership
- Ensure data integrity across HR systems (e.g., Workday) and reporting tools
Team Leadership & Stakeholder Partnership
- Lead, develop, and mentor a high-performing compensation and benefits team
- Partner with HR Business Partners and business leaders to provide consultative support and guidance
- Drive communication and education around total rewards programs to improve transparency and understanding
- Collaborate with Finance, Legal, and HR leadership on cross-functional initiatives
Process Improvement & Transformation
- Identify and implement process improvements to enhance efficiency, scalability, and user experience
- Leverage technology and automation to streamline compensation and benefits operations
- Support ongoing evolution of job architecture and total rewards strategy
Your experience and skills:
- Bachelor’s degree in Human Resources, Business Administration, Finance, or related field (Master’s preferred)
- 8–12+ years of progressive experience in compensation and benefits, including leadership experience
- Deep expertise in compensation program design, including salary structures, incentive plans, and market pricing
- Strong understanding of benefits programs, vendor management, and total rewards strategy
- Experience leading enterprise compensation processes (merit cycles, bonus planning, job architecture)
- Proficiency with HRIS systems (e.g., Workday) and compensation/market data platforms (e.g., Payscale, Mercer, Pearl Meyer)
- Strong analytical skills with the ability to interpret complex data and deliver actionable insights
- Knowledge of regulatory requirements and compliance considerations in compensation and benefits
- Demonstrated ability to influence senior leaders and manage cross-functional stakeholders
- Strong leadership, communication, and change management skills
