Director of Compensation

Job Description

Here’s what you need to know :

The Director of Compensation will be responsible for developing and implementing compensation strategies, systems and programs that align with the organization's compensation philosophy to pay our teammates, competitively, equitably, and transparently.

This role requires a deep understanding of compensation practices, data analysis skills, and the ability to collaborate effectively with stakeholders across the organization.

Here’s what you’ll be doing :

Compensation System Design, Implementation, and Management

Develops compensation strategies, policies, and programs

Designs, implements, and manages salary classification and compensation systems, including job levels, grades, salary bands, and salary scales

Regularly reviews compensation practices and market conditions, and adjusts the organization’s pay, incentive, and benefit structures as needed

Directs job classification processes and salary placements for new and current employees

Managing and oversight of job descriptions and titles

Management of annual salary review process including but not limited to, conducting benchmarking data to make recommendations on annual salary increases, review and assess any promotion requests with recommendations, communication with managers and employees and run the processes for importing new salaries into the HRIS system

Assessment and management of additional compensation structures including but not limited to, stipends, additional work assignments and / or contracted work to ensure alignment, consistency and equitable approach across the organization as well as market competitiveness

Review and address all compensation related inquiries or concerns from internal staff or prospective staff

Total Rewards Program

Partner with the Managing Director of Human Resources and Payroll in the design, implementation and administration of the organization’s total rewards program (including compensation, benefits, recognition, retirement and well-being)

Monitor industry trends and make recommendations that support the organization’s ability to continue to attract, engage and retain talent

Evaluate the effectiveness of the total rewards program and identify areas for improvement.

Lead and direct the organization’s total compensation committee

Cross-Functional Stakeholder Support & Engagement

Provides counsel to hiring managers on job descriptions, salary decisions, policy and guideline interpretation and job evaluations

Partner with and provide counsel to the Talent Teams (talent acquisition, human resources, employee relations, payroll) team on pay decisions, policy and guideline interpretation

Create a communication strategy approach to ensure teammate understanding of compensation policies and benefit offerings

Develop and lead the processes for generating, distributing, and operationalizing annual compensation changes for all staff.

Legal Compliance

Ensure compliance with all legal and regulatory requirements related to compensation and benefits

Oversight of job postings and job description to comply with state and federal requirements.

Conduct audit assessments for pay equity and compensation alignment across the organization

Refine and codify internal compensation processes to ensure accuracy, security, timelines and compliance with applicable local, state and federal compensation regulations