Director of Compensation

DIN TAI FUNG RESTAURANTS

Job Title : Director of Compensation

Compensation : $195,000 - $220,000 annual salary

The base salary or hourly wage range for this role will vary based on multiple factors, including but not limited to prior experience, relevant expertise, current business needs, and market factors.

Range is not inclusive of potential bonus or benefits. Your recruiter can share more information about the salary range and other factors during the hiring process.

Location : Corporate Office - Arcadia, California - Hybrid

About Us :

Din Tai Fung is a Chinese restaurant specializing in Xiao Long Bao, or steamed soup dumplings, each made by hand with our Golden Ratio of 18 folds.

Originally founded in Taiwan as a cooking oil retail business in 1958, Din Tai Fung was reborn as a dumpling and noodle restaurant in 1972.

Since its founding, Din Tai Fung has become world-renowned for its quality, standardization, and service, and currently has over 170 locations worldwide, including 13 US locations in California, Washington, Oregon, and Nevada.

Benefits and Perks :

• Competitive Pay & Benefits
• Employer Contribution for individuals and eligible dependents' medical insurance
• Dental, Vision, and Life Insurance
• Health Savings Account (HSA)
• Commuter Spending Accounts
• 401(k) Plan with company match
• Employee Assistance Program
• Discounts through BenefitHub
• Employee Meal Discounts
• Opportunities for growth; we love promoting within!

About the Role :

This is your opportunity to directly impact our company culture by implementing compensation models that reward and incentivize growth and secure our future success.

As a Director of Compensation, you'll be responsible for designing, implementing, and managing our competitive compensation programs and related platforms.

In this role, you will plan, develop, and evolve our compensation program to ensure we have a robust pay-for-performance strategy that attracts, retains, and rewards talent.

This position will ensure that the administration of our compensation strategy is equitable, responsive to our competitive landscape, and in compliance with company policies and government regulations.

Job Responsibilities :

Compensation Program Design

Design, implement, evolve, and manage our compensation philosophy and associated pay components (e.g. base pay, short- and long-term incentives), for Restaurant and Corporate roles, that align with delivering our business priorities;

ensure we remain market competitive and maintain an equitable pay-for-performance culture; create and deliver a compensation philosophy that attracts, retains and rewards top talent.

Annual Pay Review

Lead job analysis and evaluation of hourly, salary, and management positions (including appropriate title, salary grade, pay and incentive level, job code, EEO, and FLSA classification, etc.

audit evaluation of positions and application of existing positions.

Personal Capability Building

Maintain an understanding of compensation trends, external regulation, and industry best practices through ongoing education, attending conferences, and reading specialist media.

Information and Business Advice

Partners with, influences, and acts as an expert resource to advise HR professionals to ensure business is receiving optimal services and value-added programs that align with HR strategy;

provides consultative expertise to HR professionals and business leadership regarding compensation programs and policies.

HR Data Management

Provide data to HR professionals and business leadership to support compensation-related decision-making; ensure data integrity by properly managing our compensation program data in the HRIS;

support the configuration of the HRIS, and proper data collection, by partnering with the HRIS team to ensure our system is optimized.

Stakeholder Management

Engage key stakeholders (Operations Leaders, Recruiting Team, Corporate Directors, and Executives) in ensuring that current compensation models are meeting their needs, while ensuring the proper feedback loops are effective inputs in elevating programs.

Job Tasks :

• Strategize, plan, develop, organize, evolve, implement, and manage our compensation programs (including base pay, short- and long-term incentives)
• Support and advise the CPO in the development of our plans and programs with a focus on ensuring our compensation strategy aligns with our business priorities
• Annually, conduct market research and analysis on internal and external compensation / pay statistics. Based on information collected, recommend, develop / evolve, and implement appropriate employee compensation structure, including configuring pay grades and bonus structure.
• Partner with the team in the collection and benchmarking for competitive salary and benefit information to determine the company’s market relationship using compensation pricing tools;

participate in compensation studies and market surveys, data reporting and related activities as needed.

• In partnership with other functions within the People Team, support the performance management and promotion process; partner with HR professionals to produce competitive analysis to ensure outcomes of pay-for-performance.
• Establish needed processes and practices to ensure equitable administration of our compensation programs.
• Partner with Finance (FP&A) team to budget and project employee compensation expense.
• Maintains documentation relating to the programs offered.
• Provide overall process and vendor governance ensuring that standards and practices align to the intended compensation plan design.
• Conduct annual pay equity analysis and lead the presentation of findings and developing recommendations as needed.
• Ensure compliance with legal and regulatory requirements.
• Lead the development and implementation of compensation-related communication strategies, providing education and training as needed to ensure clarity and alignment with organizational objectives.
• Directs and oversees the work of the compensation team.

Role Competencies : Situational adaptability, Cultivates innovation, Drives vision and purpose, Attracts top talent, Strategic mindset

Job Requirements :

• Bachelor's Degree or equivalent experience
• 8-10 years of experience of progressive HR leadership experience or compensation experience with direct experience designing, implementing and managing compensation programs, including programs for non-exempt employees
• 5+ years in a people leadership position with multiple direct reports
• Experience using automated compensation pricing tools (e.g. PayFactors, MarketPay, Radford) and market studies
• Highly analytical and an aptitude for quantitative and qualitative analysis.
• Excellent interpersonal, verbal, and written communication
• Demonstrated ability to think critically, problem solve, make recommendations and influence outcomes.
• Excellent organizational skills and attention to detail
• Project and change management capabilities
• Computer knowledge (MS Suite, Google Suite, UKG, Workday)

Ideal Candidate :

• Is a strong communicator with experience in presenting compensation programs to executive leadership
• 8+ years of experience with compensation / wage studies for a high-volume distributed workforce
• 5+ years of experience leading compensation teams
• Has a proven track record of collaborating with different departments across levels
• Fosters business relationships to ensure streamlined feedback to bolster our compensation programs

NOTE : This job description in no way states or implies that these are the only duties to be performed by the employee occupying the position.

Employees will be required to perform any other job-related duties assigned by their supervisor.

Din Tai Fung is an E-Verify and Equal Opportunity Employer and complies with the Fair Chance Initiative. Din Tai Fung is an Equal Employment Opportunity Employer M / F / D / V

Applicant must be 18 years of age or older and able to provide documentation to work in the United States legally.