Director, Compensation & HR Technology

Job Summary

The Director, Compensation & HR Technology provides strategic leadership for the design, governance and execution of the company’s compensation and total rewards programs and HR technology platforms. This role ensures compensation structures, job architecture and HR systems align with business strategy, financial objectives, regulatory requirements and organizational growth. The Director drives data-informed decision-making through advanced workforce analytics, scalable HR technology infrastructure, and disciplined compensation governance.

Operating with significant autonomy, this leader influences workforce strategy, budget planning, and organizational effectiveness while serving as a key member of the HR Leadership Team. The Director leads and develops a high-performing team, oversees complex initiatives, and is a partner who continuously improves processes, systems, and analytics to enhance efficiency and scalability.

Job Details/Responsibilities

Compensation & Total Pay

Design and maintain job architecture and compensation frameworks, establishing job families, career paths, leveling, and grading structures that enable scalable growth, internal mobility, and workforce planning.

Establish governance for job evaluation, leveling, and organizational design, ensuring consistent role classification, pay equity, and alignment with organizational design changes and business strategy.

Define and execute the company’s total rewards strategy and philosophy, aligning base pay, incentive, sales compensation, and long‑term incentive programs with market competitiveness and organizational objectives.

Lead annual compensation cycles and incentive modeling, guiding merit, promotion, budget planning, and pay decisions to balance financial discipline with talent outcomes.

Direct market benchmarking and competitive analysis, translating external data into actionable recommendations for job architecture, salary structures, incentive targets, and salary increase budgets.

Ensure compensation programs, policies, and administration are scalable and well‑governed, continuously evaluating effectiveness and driving improvements aligned with best practices and business needs.

Serve as a trusted advisor to senior leaders and HR partners, providing expert guidance on pay decisions, job evaluations, and policy interpretation to support informed, consistent decision‑making.

HR Technology Strategy & Governance

• Develop and execute a multi-year HR technology roadmap aligned with digital transformation and business growth.
• Lead governance and optimization of HRIS platforms, ensuring data integrity, compliance, scalability, and system integration.
• Serve as the Project Executive for all HR system implementations, extensions, upgrades, enhancements, patches and any merger and acquisition activities.
• Serve as advocate of user experience for the HR applications supported; monitor system adoption and user feedback; ensure development of processes, tools, support materials and training to maximize system usage and adoption.
• Direct the rollout of new tools and systems including delivery of standard operating procedures, workflow diagrams, training materials and post-launch support resources.
• Oversee the development and delivery of training, resources and tools to maximize system adoption with the goal of increasing overall efficiency, effectiveness and user experience.

Workforce Analytics & Reporting

• Establish and lead a comprehensive people analytics strategy to support executive decision-making.
• Deliver actionable insights and dashboards across compensation, headcount, turnover, workforce costs, and organizational effectiveness.
• Conduct advanced modeling and scenario analysis to inform budget planning, pay equity, incentive effectiveness, and workforce strategy.
• Ensure strong data governance, reporting accuracy, and audit readiness.

Leadership & Impact

• Lead and develop a high-performing Compensation, Analytics and HRIS team.
• Partner within HR and cross-functionally with Finance, IT, and business leaders to drive strategic workforce and financial alignment.
• Influence organizational growth and performance through innovative problem-solving, disciplined governance, and data-driven insights.

Knowledge, Skills and Abilities (KSA)

• Ability to lead, motivate, develop and empower a team by fostering an environment where expertise is shared and innovative solutions are developed and deployed.
• Ability to understand the business and to conceptualize and design compensation frameworks which facilitate the attainment of company objectives.
• A very high level of intellectual curiosity.
• Ability to relentlessly focus on driving the right results while maintaining a focus on what is important and timely.
• Strong project management, organizational and analytical skills to support data analysis and reporting.
• Very strong communication skills and ability to effectively convey messages throughout the organization to ensure constituents understand both the purpose of our compensation elements as well as their roles in it.
• Very pragmatic, common-sense approach to understanding, communicating and enrolling constituents in our compensation philosophy.

Qualifications/ Background Experiences

• Requires a bachelor’s degree and a minimum of 15+ years of human resources experience in the areas of compensation, and HRIS/HR technology.
• Demonstrated experience and success in large and/or entrepreneurial organizations where ‘best-in-class’ processes existed.
• Experience with sales/commercial incentive plans, market-based pricing, short- and long-term incentive administration and other compensation frameworks is required.
• Experience designing, implementing and administering HR technology related systems required.
• Experience with ADP EV5, SuccessFactors, CompAnalyst strongly preferred.
• CCP and/or PMP certifications preferred.