Director Compensation - Confidential Jobs : Job Details

This range is provided by Confidential Jobs. Your actual pay will be based on your skills and experience — talk with your recruiter to learn more.

Base pay range

$170,000.00/yr - $200,000.00/yr

Overview: The Director, Compensation serves as a key leader within the HR function, responsible for advancing and overseeing the enterprise-wide compensation strategy. This role provides strategic direction and operational leadership across base pay, incentive programs, job architecture, and executive compensation. The Director ensures that compensation practices are market-aligned, scalable, equitable, and reflective of the organization's commitment to attracting and retaining high-performing talent across professional services and technical disciplines.

Key Responsibilities

• Provide enterprise-wide oversight of all compensation programs, aligning with business priorities and growth strategy.
• Act as a trusted advisor to senior leaders and HR business partners, offering guidance on pay philosophy, market positioning, variable plans, and executive compensation.
• Lead the ongoing development and refinement of salary structures, career frameworks, and incentive programs to support internal equity and external competitiveness.
• Build and lead a high-performing compensation team, scaling capabilities as business needs evolve.
• Partner cross-functionally with HR, Talent Acquisition, Finance, and Legal to ensure compensation is administered consistently, compliantly, and in support of strategic goals.
• Oversee annual compensation cycles, including merit, bonus, and market adjustments, ensuring effective governance and alignment with budgetary guidance.
• Maintain and evolve job architecture and leveling frameworks to support career development and workforce planning.
• Guide the communication, education, and change management efforts related to compensation programs, driving transparency and manager readiness.
• Support M&A activity through compensation-related due diligence, pay alignment, and integration planning.
• Monitor legislative developments, industry benchmarks, market trends, and economic indicators to inform compensation strategy and ensure regulatory compliance.
• Partner with Finance and business leadership to support labor cost modeling and compensation forecasting.

Execution & Analysis

• Conduct job evaluations, salary benchmarking, and compensation modeling using tools such as Mercer, WTW, and Radford.
• Design and administer incentive plans and retention packages for key talent and hard-to-fill roles.
• Ensure HR systems (e.g., UKG, iCIMS) are optimized to support compensation processes, reporting, and data integrity.
• Create dashboards, reports, and compensation analyses that drive executive decision-making and ongoing program evaluation.
• Manage relationships with compensation vendors, survey providers, and external consultants as needed.

Education, Work Experience, Licensure/Certifications, and Technical Requirements

• Bachelor's degree in Human Resources, Finance, Business Administration, or a related field required.
• 10+ years of progressive experience in compensation, with a track record of success in both strategic and operational roles.
• 5+ years of experience leading compensation teams or large-scale initiatives.
• Strong knowledge of executive compensation, incentive design, and job architecture.
• CCP certification preferred.
• Proficiency in HRIS (UKG preferred), compensation survey platforms, and advanced Excel modeling.
• Experience in engineering, consulting, or professional services industries strongly preferred.

Seniority level

• Seniority levelDirector

Employment type

• Employment typeFull-time

Job function

• Job functionHuman Resources
• IndustriesCivil Engineering

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Inferred from the description for this job

Medical insurance

Vision insurance

401(k)

Paid maternity leave

Paid paternity leave

Tuition assistance

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