Director, Compensation Job Description

Director, Compensation Job Description

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Director, compensation provides leadership, counsel, and administration during annual compensation reviews, including development of merit and market salary adjustments and variable compensation.

Director, Compensation Duties & Responsibilities

To write an effective director, compensation job description, begin by listing detailed duties, responsibilities and expectations. We have included director, compensation job description templates that you can modify and use.

Sample responsibilities for this position include:

Consult with Global Head of Compensation on the development of compensation strategies, policies and processes
Monitor, track and report on legislation, regulations and media articles pertaining to compensation
Provide directional compensation philosophy leadership for the team and support decision-making by providing compensation alternatives and/or recommendations
Develop strategic partnerships with Finance, HR and Legal to understand their strategies and executive compensation objectives and ensure executive compensation programs are fully understood
Monitor current or upcoming regulations for Proxy and peer executive compensation trends
Lead the annual compensation process for assigned clients, including salary, annual incentive, equity awards, and sales compensation
Lead a team of 3 experienced Compensation professionals
Direct the strategic direction for the design, management and implementation of total compensation programs, which includes
Recommend best practice policies and procedures and total compensation programs in partnership with the Sr
Develop and administer compensation programs for all levels of employees

Director, Compensation Qualifications

Qualifications for a job description may include education, certification, and experience.

Licensing or Certifications for Director, Compensation

List any licenses or certifications required by the position: CCP, PHR, SPHR, SHRM, CEP, CEBS, GRP, CPA, CBP, CP

Education for Director, Compensation

Typically a job would require a certain level of education.

Employers hiring for the director, compensation job most commonly would prefer for their future employee to have a relevant degree such as Bachelor's and Master's Degree in Human Resources, Business, Finance, Business/Administration, Education, Accounting, MBA, Management, Economics, Human Resources Management

Skills for Director, Compensation

Desired skills for director, compensation include:

Federal
Collection
Compensation
Regulations
Analysis and determination of market salary and total compensation data
ERISA
FMLA
HR applications
HRIS
MS Office desirable

Desired experience for director, compensation includes:

Key Competencies & Requirements
Strong analytical, financial and spreadsheet skills
Provide consultation to HR Operations and business clients to support their business needs for all lines of business including
SPHR, CCP preferred
Must be able to present complicated analysis to a variety of audiences from line level employees to executive level in clear, understandable formats
Experience in researching and designing health and welfare benefit plan offerings and managing third party providers

Director, Compensation Examples

1

Director, Compensation Job Description

Job Description Example
Our growing company is searching for experienced candidates for the position of director, compensation. We appreciate you taking the time to review the list of qualifications and to apply for the position. If you don’t fill all of the qualifications, you may still be considered depending on your level of experience.
Responsibilities for director, compensation
  • Partner with HR generalists and serve as key on all compensation matters, including promotion/adjustment recommendations, benchmarking, compensation strategy and budgeting
  • Review, analyze and make recommendations regarding base salary programs, incentive compensation programs, variable pay programs, and executive compensation programs for internal and external competitiveness
  • Conduct and supervise the participation in complex compensation surveys to determine and maintain a competitive position and recommends changes to ensure that compensation objectives are met
  • Research and identify trends and issues that impact compensation on proactive basis toward achievement of business objectives
  • Assist in the negotiation and collaboration with Service Delivery — to deliver compensation administration for non-executive pay to create transparency, ease of use for associates and supervisors and which is effective in driving customer centric emphasis
  • Guide training and development activities in the area of compensation management and rewards for HR and business leaders
  • Develop models, analyses and reports for compensation planning and forecasting
  • Collaborate in the design and development of a new integrated organization wide compensation recommendation system
  • Work with local HR staff and management to develop compensation solutions, practices, and plans that support a strong market-based pay for performance environment
  • Develop and provide custom reports, analysis, and consulting to clients to ensure compensation programs align with the business strategy and are market competitive
Qualifications for director, compensation
  • Experience in ensuring compliance and cost effective of programs and policies
  • Experience with salary surveys, benchmarking analysis and job classifications
  • Experience with Total Rewards components
  • BA/BS required, Masters in HR or related field preferred
  • Managing salary administration programs, including job evaluations and lead participation in salary surveys
  • Manage bonus and equity program administration processes
2

Director, Compensation Job Description

Job Description Example
Our company is looking to fill the role of director, compensation. To join our growing team, please review the list of responsibilities and qualifications.
Responsibilities for director, compensation
  • Develops practice-specific compensation program recommendations, and when necessary, works with Managers and Practice Leaders to develop job descriptions and to define and/or apply the compensation structure
  • Assures compensation programs directly support strategic goals and are competitive, cost effective, and comply with all applicable laws and regulations
  • Act as an internal consultant in the design and implementation of sales and other specialized compensation programs
  • Provide on-going compensation consulting services such as job evaluation, external market pricing and policy interpretation
  • Develop and conduct training and education on compensation programs for clients as needed
  • Monitor the effectiveness of and provide compensation consulting services in the areas of job design, job evaluation, competitive market analysis and job requisition review
  • Ensure timely completion of compensation projects
  • Consult with Managers on interpretation of compensation policies and programs
  • Collaborate with the global Compensation team to design special incentive programs, including sales incentive plans that are aligned with business strategies and objectives
  • Lead or participate in enterprise wide compensation projects
Qualifications for director, compensation
  • 7+ years of related experience and at least 2 years of leadership and management responsibility
  • Excellent spreadsheet and database management skills
  • Annual merit and bonus program
  • In-line promotion program
  • Semi-annual Sr
  • Lead the design, development and implementation of the COE area of focus on a division wide level
3

Director, Compensation Job Description

Job Description Example
Our innovative and growing company is looking to fill the role of director, compensation. Please review the list of responsibilities and qualifications. While this is our ideal list, we will consider candidates that do not necessarily have all of the qualifications, but have sufficient experience and talent.
Responsibilities for director, compensation
  • Utilize internal HRIS data to develop reports, graphs, and charts to assist in analysis and direction on compensation topics
  • Partner with other compensation team members on initiatives that cross organizational boundaries or have implications outside immediate area of responsibility, providing leadership/expertise within specialized area(s)
  • Assist in preparing compensation packages for new hires or promotions
  • Provide leadership and direction while ensuring the deployment of compensation programs (including annual salary planning/merit increases process, salary structures, variable pay and other incentive programs) align with company’s goals, initiatives and budget guidelines
  • Ensure the programs are market competitive and aligned with our culture and business goals and consistently administered and in compliance with company policies and government regulations
  • Work closely with Executives, Business Leadership and HR to manage, consult and resolve compensation issues
  • Review, edit and enhance compensation programs including planning, forecasting and modeling on a regular basis
  • Compensation offers
  • Retail compensation and reporting
  • Consult on the Rewards components of transaction-related engagements, including estimation of management proceeds / waterfall calculations upon a CIC, development of NEWCO equity term sheets, benchmarking of roles, and alignment of compensation programs in a transaction context
Qualifications for director, compensation
  • Ten years of progressively responsible experience in Compensation & Benefits to include analysis, plan design and program administration
  • Broad knowledge of the compensation principles and practices
  • Advanced knowledge and application of total compensation and benefit programs
  • Advance consultative skills
  • Seasoned executive communication skills and acumen
  • Seasoned business acumen
4

Director, Compensation Job Description

Job Description Example
Our company is growing rapidly and is looking to fill the role of director, compensation. We appreciate you taking the time to review the list of qualifications and to apply for the position. If you don’t fill all of the qualifications, you may still be considered depending on your level of experience.
Responsibilities for director, compensation
  • Lead Global comp planning including executive and board compensation planning
  • High level of expertise in compensation strategy and compliance
  • Advise leaders, HR Business Partners and Talent Acquisition on compensation matters such as new offers, promotions, transfers, job matches, job leveling, and job families
  • Lead and support all periodic compensation programs such as the focal review, bonus, and equity programs
  • Participate in the annual compensation benchmarking process to update salary ranges and structure as needed
  • Identify and develop ideas to enhance the effectiveness of the company’s compensation programs and processes
  • Implement processes that help the Compensation Business Partners to operate in a repeatable and consistent way
  • Lead discussions, and provide recommendations on the company compensation program to ensure internal equity, external competitiveness and compliance
  • Conduct on-going compensation analysis utilizing salary surveys and other relevant market data
  • Provide analysis and direction around bonus and commission compensation structures
Qualifications for director, compensation
  • Minimum 5-7 years of Compensation experience
  • Extensive experience in broad-based and incentive compensation and handling sensitive, confidential information
  • Strong working knowledge Microsoft Office, with intermediate to advanced Excel skills
  • A highly metrics-focused orientation that can effectively communicate technically complex information
  • Efficiently manage current programs, challenge the status quo and champion new initiatives
  • Strong work ethic, holds self and others accountable for achieving required outcomes
5

Director, Compensation Job Description

Job Description Example
Our growing company is searching for experienced candidates for the position of director, compensation. To join our growing team, please review the list of responsibilities and qualifications.
Responsibilities for director, compensation
  • Develops programs to educate HR, leaders, managers and associates on compensation programs to reinforce the organization's culture and compensation principles and practices
  • Ensures Acorda's compensation plans comply with legal and other regulations and manages processes and controls to ensure compliance with regulatory agencies
  • Support the on-going administration of sales and executive compensation programs
  • Coordinate with Financial Planning and Analysis to monitor and report on budget items, accruals and payouts associated with compensation programs
  • Provide detailed ad-hoc compensation research, studies and reports as needed from leadership
  • Develop and implement a comprehensive global compensation framework, including refreshed job structure, competitive pay guidelines and standards of practice
  • Design and implement effective communication and education strategies for compensation programs
  • Engage in due diligence and integration activities related to compensation for potential acquisitions and divestitures as needed
  • Coach, mentor and lead a team four compensation analysts and one stock plan administrator through clear goal setting, ongoing feedback and a passion for success
  • At least 8-10 years of progressively responsible hands on experience in compensation in a fast-moving corporate environment, including, planning, administering, managing, researching and designing of programs
Qualifications for director, compensation
  • An established track record of building credibility and trust across the organization, candid communication, high integrity, sound business ethics and judgment
  • Able to quickly learn a company’s priorities and translate them into actionable solutions
  • Typically requires a minimum of 8-10 years progressively responsible business/HR experience, with majority in compensation roles
  • Ability to present information in a concise and meaningful manner to managers and executives
  • Excellent project management skills with ability to drive consensus in cross regional and cross functional teams
  • Experience working in a global environment on compensation and related issues strongly preferred

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