Director, Compensation
New
This is a remote position that can be based anywhere in the United States or Canada.Full-TimeDirector
SalaryUSD 144,000 - 294,400 / year (varies by geographic location: San Francisco Bay Area 184,000 - 294,400; Select US Metros and States 160,000 - 256,000; Other US Locations 144,000 - 230,400)
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Job Details
- Experience
- 12–15+ years of progressive compensation experience
- Required Skills
- Workday
Requirements
- 12–15+ years of progressive compensation experience, including substantial experience in the technology industry.
- 7+ years of experience leading compensation teams and developing compensation professionals.
- Deep expertise in global compensation strategy, executive compensation, equity programs, incentive design, and governance.
- Extensive experience supporting compensation programs within a publicly traded company environment.
- Significant experience with Compensation Committee and Board-level support.
- Proficiency with compensation survey providers and market pricing tools such as Aon/Radford, Mercer, or WTW.
- Strong Workday and Bettercomp compensation administration experience.
- Exceptional analytical, financial modeling, communication, and stakeholder management skills.
- Strong interest and desire to apply AI to compensation programs.
- Bachelor’s degree in Human Resources, Finance, Business Administration, Economics, or related field.
- Certified Compensation Professional (CCP) designation preferred.
- Ability to travel less than 25% of the time and attend periodic in-person meetings.
Responsibilities
- Lead the global compensation function, team, and strategic direction for all programs, policies, and governance.
- Serve as primary advisor to executive leadership and the Board on compensation strategy and risk.
- Design and administer global programs including salary structures, annual reviews, incentives, bonuses, and equity.
- Support the Associate VP Total Rewards with executive compensation analysis, peer group assessments, and Board of Director reporting.
- Evolve compensation philosophy to ensure competitive, equitable, and scalable programs aligned with business strategy.
- Direct annual compensation planning cycles including merit, promotion, equity, and incentive planning.
- Partner with Finance to evaluate compensation investments, workforce planning, and financial impacts.
- Ensure global compliance with pay transparency, equal pay, and executive disclosure regulations.
- Oversee compensation technology, analytics, and reporting to improve decision-making efficiency.
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