Director Compensation

Do you have strong Compensation experience and want to join an HR team where you can build, influence, and add real value? This could be the job for you! Provide strategic direction and leadership for the design, implementation, and ongoing evolution of enterprise-wide compensation programs Develop and advance an enterprise compensation philosophy aligned with company values, business objectives, and a high-performing, engaged culture Lead the design and administration of pay structures, short-term incentive (STI) programs, and long-term incentive plans (LTIP) to support business and talent strategies Provide leadership and expertise across executive compensation, ensuring programs are competitive, scalable, and aligned with the organization’s compensation philosophy Establish and maintain compensation governance, frameworks, policies, and processes to drive consistency and effectiveness across the organization Lead market pricing, benchmarking, and compensation analytics, translating market data and internal insights into actionable recommendations Oversee the annual compensation and merit review processes, including planning, analysis, modeling, communication, and implementation Prepare and present compensation analyses, recommendations, and program updates to senior leadership 10+ years of progressive Compensation experience, including experience leading compensation strategy and programs at the enterprise level Strong experience with Executive Compensation, including incentive plan design and administration Experience with STI and LTIP programs, pay structure design, market pricing, benchmarking, and compensation analytics Experience within a family-owned or privately held organization strongly preferred; exposure to compensation considerations involving family ownership structure is a plus Proven ability to lead large-scale compensation initiatives and transformation projects with significant change management requirements Strong track record of team leadership and the ability to influence and build credibility across HR, Finance, senior leadership, and other key stakeholders Demonstrated ability to manage multiple stakeholders, competing priorities, and complex business needs Strong analytical and business acumen with the ability to translate complex compensation data into clear, actionable recommendations Continuous improvement mindset with the ability to assess existing programs, identify opportunities, and build scalable solutions for a growing organization