Director, Compensation

Leads the strategy, design, governance, and execution of enterprise-wide compensation programs in a highly matrixed, complex organization. This role is responsible for end-to-end compensation operations, including annual pay planning, incentive programs, job architecture, market benchmarking, and compensation systems administration with a strong emphasis on Workday optimization and operational excellence. The Director, Compensation serves as a strategic advisor to HR and business leadership, ensuring compensation programs support business growth, talent strategy, compliance requirements, and organizational effectiveness across a large-scale enterprise environment.  Responsibilities   Global Compensation Strategy   Lead the development and execution of enterprise compensation strategies aligned with business objectives, workforce planning, and talent priorities   Direct all compensation operations and core programs, including annual merit planning, promotions, bonus administration, market pricing, salary structures, off-cycle compensation actions, M&A due-diligence and harmonization  Oversee enterprise-wide compensation governance to ensure consistency, scalability, competitiveness, and compliance across business units and functions   Serve as the organization’s subject matter expert on compensation programs, including short-term incentive plans, recognition programs, and specialized compensation structures   Partner with executive leadership and HR stakeholders to support compensation decision-making for key talent, critical roles, and organizational changes   Support executive compensation processes and collaborate with senior leadership on compensation committee materials, analyses, and reporting as needed   Job Architecture & Organizational Effectiveness   Lead the design, implementation, and ongoing evolution of the company’s job architecture, leveling framework, and career progression models   Ensure alignment between compensation structures, job families, career paths, and workforce planning initiatives   Drive consistency and governance across job evaluations, leveling decisions, and organizational design changes in a highly matrixed environment   Partner with Talent Acquisition, HR Business Partners, Total Rewards Partners and Enablement and business leaders to support competitive and equitable hiring and internal mobility practices   Compensation Operations & Systems   Own compensation systems strategy and administration with deep operational expertise in Workday compensation modules and related HR technologies   Lead system configuration, process optimization, testing, reporting, and enhancements related to compensation programs and annual pay cycles   Partner with HRIS, Finance, Payroll, and HR System teams to ensure data integrity, process efficiency, and scalable compensation operations   Develop and maintain dashboards, analytics, and reporting capabilities to support business insights and compensation governance   Ensure compliance with applicable federal, state, and local pay regulations, pay transparency requirements, and audit standards   Market Intelligence & Analytics   Analyze market trends, industry benchmarks, and competitive pay practices to provide strategic recommendations to leadership   Conduct complex compensation analyses to support workforce planning, retention strategies, pay equity initiatives, and business transformation efforts   Translate data and insights into clear, actionable recommendations for senior leaders and cross-functional stakeholders   Lead compensation-related due diligence and integration support for mergers, acquisitions, and organizational restructuring initiatives   Leadership & Cross-Functional Partnership   Build strong partnerships across HR, Finance, Legal, Talent Acquisition, and business leadership teams to drive effective compensation outcomes   Lead, mentor, and develop a high-performing compensation team, fostering operational excellence, strategic thinking, and strong internal client support   Influence and drive alignment across diverse stakeholder groups within a highly collaborative and matrixed enterprise environment   Develop communication strategies and materials that help employees and leaders understand compensation programs and pay decisions   Qualifications   Required Experience   Bachelor’s degree in Human Resources, Business Administration, Finance, or related field; advanced degree preferred  combined with 12+ years of related experience. Extensive progressive compensation experience, including leadership responsibility within large, complex, highly matrixed organizations   Deep expertise in compensation operations, annual pay planning, job architecture, salary administration, and incentive programs   Strong experience leading compensation programs in enterprise environments with complex organizational structures and multiple business units   Hands-on experience administering and optimizing compensation processes within Workday   Demonstrated success leading compensation transformations, process improvements, and scalable program implementations   Experience supporting executive compensation processes and senior leadership decision-making   Knowledge, Skills & Abilities   Strong analytical and problem-solving capabilities with the ability to synthesize large data sets into strategic recommendations   Deep understanding of compensation regulations, market practices, and pay equity principles   Exceptional communication and presentation skills with the ability to influence senior leaders and cross-functional stakeholders   Proven ability to operate effectively in fast-paced, dynamic environments while managing competing priorities   Strong business acumen and ability to align compensation strategy with organizational objectives   Demonstrated leadership experience managing and developing high-performing teams   Advanced proficiency in compensation analytics, reporting