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Director Compensation Manager Jobs in California

DirectedLINK LLC

Director, Compensation

Beverly Hills, CA · On-site

$190K - $225K/yr

At least 10 years of compensation experience, including at least five years of direct people management and project-team leadership. * Deep experience with base and variable compensation and large ...

The RealReal

Director, Compensation

San Francisco, CA · On-site

$147K - $201K/yr

... Director of Compensation to lead the design and execution of enterprise-wide compensation strategy ... You bring strong leadership, executive communication skills, and project management discipline, and ...

ServiceTitan

Director, Compensation

Glendale, CA · On-site +1

$132K - $181K/yr

Partner with talent management on pay for performance alignment, ensuring that we are enabling leaders, managers and employees to fully understand their compensation outcomes * Stay ahead of the ...

Boldyn Networks

Compensation Manager

Irvine, CA · On-site

Reporting to the Director, Total Rewards, you will manage the global compensation framework and lead key compensation processes including sales incentives, annual incentive programs, market pricing ...

Envista

Sr. Director, Compensation

Brea, CA · On-site

$174K - $261K/yr

Manage and develop one direct report responsible for equity and retirement programs, ensuring ... Ensure compensation programs comply with applicable regulations, internal controls, and governance ...

Lifelong Learning

Compensation Manager

Lancaster, CA · On-site

$80K - $102K/yr

Collaboration with the department Director, People Services Leadership, and other stakeholders, to ... Compensation Management: * Conduct market research, benchmark positions, and perform internal ...

eBay, Inc.

Sr. Director, Compensation

San Jose, CA · On-site

$148K - $202K/yr

The Opportunity: eBay is seeking an accomplished and strategic Senior Director, Compensation to ... Strategic, curious, and agile leader with 15+ years of experience designing, managing, and evolving ...

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Director Compensation Manager information

What is the difference between Director Compensation Manager vs Compensation Analyst?

AspectDirector Compensation ManagerCompensation Analyst
Required CredentialsBachelor's degree, often advanced certifications like CCP or CECPBachelor's degree, often entry-level certifications or none
Work EnvironmentStrategic, leadership-focused, overseeing compensation programsAnalytical, data-focused, supporting compensation data analysis
Employer & Industry UsageUsed in large corporations, HR departments, and consulting firmsCommon in HR teams across various industries, entry to mid-level roles

The Director Compensation Manager typically leads compensation strategies and manages teams, requiring advanced certifications and strategic skills. Compensation Analysts focus on data analysis and supporting compensation programs, often with less seniority and fewer certifications. Both roles are essential in HR but differ in scope, responsibility, and experience level.

What are the most commonly searched types of Compensation Manager jobs in California?

The most popular types of Compensation Manager jobs in California are:

What cities in California are hiring for Director Compensation Manager jobs?

Cities in California with the most Director Compensation Manager job openings:

Director Compensation Manager jobs near you

Director, Compensation

DirectedLINK LLC

Beverly Hills, CA • On-site

$190K - $225K/yr

Full-time

Posted 13 days ago

Job description

Title: Director, Compensation

Employment Type: Full-time

Compensation: $190,000–$225,000

Location: Beverly Hills, CA

Work Model: On-site

Industry: Entertainment and Media

Work Authorization: Applicants must be authorized to work in the United States for any employer. Sponsorship is not available for this position.


Company Overview

A global entertainment and media organization is seeking a senior compensation leader to strengthen equitable, competitive, and scalable rewards programs across a complex, multi-business-unit environment.


Position Summary

The Director, Compensation will operate as a scrappy, hands-on compensation leader with Director-level ownership. This person will personally drive the annual merit and bonus cycle while building job architecture, salary structures, market benchmarking, pay equity, and incentive programs, partnering directly with senior leaders to turn business priorities into practical, data-driven execution.


Key Responsibilities

  • Direct day-to-day compensation operations across multiple business units, including market pricing, role leveling, career frameworks, and Fair Labor Standards Act compliance reviews.
  • Own the annual merit and bonus planning cycle from timeline and system configuration through communications, analysis, and outcome review.
  • Use market intelligence and compensation surveys to assess competitiveness and guide program improvements.
  • Design, implement, and maintain base-pay, variable-pay, and incentive programs aligned with the organization’s compensation philosophy.
  • Build and evolve job architecture, salary structures, and career-level frameworks that support scale and internal consistency.
  • Advise senior leaders and People partners on pay decisions, pay equity, performance alignment, and total rewards strategy.
  • Partner with People Systems and data teams to improve compensation technology, data integrity, reporting, and usability.
  • Collaborate with People, Legal, Finance, and business leadership to improve process quality, efficiency, and governance.
  • Lead cross-functional compensation initiatives and project teams while maintaining alignment with broader business priorities.
  • Support the continued development of the compensation function, team capabilities, and operating model.


Required Qualifications

  • Bachelor’s degree in Human Resources, Finance, Business, or a related field.
  • At least 10 years of compensation experience, including at least five years of direct people management and project-team leadership.
  • Deep experience with base and variable compensation and large-scale merit and bonus cycles across diverse business units.
  • Demonstrated success designing compensation programs, job architectures, salary structures, market-benchmarking practices, pay-equity approaches, and incentive programs.
  • Strong analytical, financial-modeling, project-management, process-improvement, and executive-communication skills.
  • Experience working with a human capital management platform and compensation-survey data or aggregation tools.


Preferred Qualifications

  • Experience in compensation consulting.
  • Experience with Workday, Workday Advanced Compensation, or CompAnalyst.
  • Certified Compensation Professional credential or an advanced degree.
  • Experience supporting global, multi-business-unit, or entertainment and media organizations.