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Director Compensation Jobs in Alabama (NOW HIRING)

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EPC Account Director

Pelham, AL · On-site

EPC Account Director COMPENSATION : Competitive Base + DOE BENEFITS: Standard package LOCATION: Alabama Region SUMMARY : The EPC Account Director is a senior, high-impact business development role ...

TeamHEALTH

Medical Director In Birmingham, AL

Hoover, AL · On-site

$150 - $200/hr

Compensation and Benefits * Independent contractor (1099) status * Medical director monthly stipend * Competitive hourly compensation * Professional liability insurance provided * Mentor and support ...

Clayco

Project Lift Director

Birmingham, AL · On-site

The Project Life Director will serve as the on-site authority for crane and rigging operations ... Compensation decisions are dependent on the facts and circumstances of each case.

Clayco

Project Lift Director

Birmingham, AL · On-site

The Project Life Director will serve as the on-site authority for crane and rigging operations ... Compensation decisions are dependent on the facts and circumstances of each case.

Clayco

Project Lift Director

Birmingham, AL · On-site

The Project Life Director will serve as the on-site authority for crane and rigging operations ... Compensation decisions are dependent on the facts and circumstances of each case.

Clayco

Project Lift Director

Birmingham, AL · On-site

The Project Life Director will serve as the on-site authority for crane and rigging operations ... Compensation decisions are dependent on the facts and circumstances of each case.

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Director Compensation information

See Alabama salary details

$27.6K

$133.3K

$182.6K

How much do director compensation jobs pay per year?

As of Aug 11, 2026, the average yearly pay for director compensation in Alabama is $133,266.00, according to ZipRecruiter salary data. Most workers in this role earn between $113,300.00 and $155,000.00 per year, depending on experience, location, and employer.

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

AspectDirector CompensationHR Manager Compensation
Required CredentialsBachelor's degree, extensive experience, possibly certifications like CCP or CECPBachelor's degree, HR certifications like SHRM-CP or PHR often preferred
Work EnvironmentStrategic, executive-level, often involved in high-level decision makingOperational, team-focused, involved in daily HR activities
Employer & Industry UsageCommon in large corporations, finance, and consulting firmsWidespread across industries, especially in mid-sized and large companies

While both roles involve compensation management, the Director Compensation role is more strategic and senior, focusing on designing and overseeing compensation programs at an executive level. HR Managers handle day-to-day HR functions, including employee relations and benefits administration. The two roles differ mainly in scope, responsibility, and required experience.

What does a director of compensation do?

A Director of Compensation is responsible for designing, overseeing, and managing an organization’s compensation programs, including salaries, bonuses, and benefits. They analyze market trends to ensure pay practices are competitive and compliant with laws and regulations. This role often involves collaborating with senior leadership to develop strategies that attract, motivate, and retain employees while ensuring internal equity. Additionally, Directors of Compensation may supervise a team and manage compensation-related projects or initiatives.

What are the key skills and qualifications needed to thrive as a director of compensation?

To thrive as a Director of Compensation, you need expertise in compensation strategy, data analysis, and compliance, typically supported by a bachelor's or master's degree in human resources, business, or a related field. Familiarity with HRIS systems, compensation survey tools, and relevant certifications like CCP (Certified Compensation Professional) is highly valuable. Strong leadership, analytical thinking, and effective communication are essential soft skills for influencing decision-makers and managing cross-functional projects. These skills ensure competitive, equitable pay practices that support talent attraction, retention, and organizational goals.

How does a director of compensation typically collaborate with other departments to ensure alignment with organizational goals?

A Director of Compensation regularly partners with HR, finance, and executive leadership to design and implement pay structures that support the company’s strategic objectives. This role often involves analyzing market data, consulting with department heads about talent needs, and ensuring compensation programs are both competitive and equitable. Effective collaboration is key, as compensation strategies must align with budget constraints, regulatory requirements, and broader talent management initiatives. Regular cross-functional meetings and communication are essential to address evolving business priorities and maintain internal equity.
What are the most commonly searched types of Compensation jobs in Alabama? The most popular types of Compensation jobs in Alabama are:
What are popular job titles related to Director Compensation jobs in Alabama? For Director Compensation jobs in Alabama, the most frequently searched job titles are:
What job categories do people searching Director Compensation jobs in Alabama look for? The top searched job categories for Director Compensation jobs in Alabama are:
What cities in Alabama are hiring for Director Compensation jobs? Cities in Alabama with the most Director Compensation job openings:
Director Compensation jobs near you
Infographic showing various Director Compensation job openings in Alabama as of August 2026, with employment types broken down into 1% As Needed, 77% Full Time, 18% Part Time, and 4% Contract. Highlights an 88% Physical, 3% Hybrid, and 9% Remote job distribution, with an average salary of $133,266 per year, or $64.1 per hour.

Director Compensation & Talent Acquisition

DCH Health System

Tuscaloosa, AL • On-site

$96K - $132K/yr

Full-time

Re-posted 7 days ago

DCH Health System rating

7.0

Company rating: 7.0 out of 10

Based on 19 frontline employees who took The Breakroom Quiz

Job description

Overview
Sets the strategic direction for systemwide HR goals and processes with direct oversight for identified disciplines. Shares accountability for short- and long-range planning related to Human Resources, aligned with the organization's mission, vision and priorities. Frequently must adapt and respond to organizational needs, and the current priorities and responsibilities of the Human Resources Leadership team. Establishes a continuous performance improvement environment supportive of DCH Health System's mission, vision and values; integrates functions' responsibilities with organizational strategy; enhances service delivery; and champions system thinking. This individual is responsible for the overall direction, coordination, and evaluation of identified discipline with strong collaboration with all Human Resources Divisions and their employees. This person carries out supervisory responsibilities in accordance with the organization's policies and applicable laws.
This position may also be asked to conduct practices such as interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving complex problems for which little precedent may exist. The work pace is fast and stressful with multiple projects and deadlines. Frequent travel to DCH affiliate locations may be required
Responsibilities
  1. Leads strategic development and administers processes and services for leaders and employees. Anticipates service area needs and proactively presents both traditional and innovative solutions to address system-wide and specific business unit issues.
  2. Ensures development, implementation, formative and summative evaluation and modification of programs, plans, policies and procedures for workforce needs. Gives council to management regarding these plans, policies and procedures to ensure effectiveness, including compliance with applicable standards and regulations.
  3. Administers support systems and services for executives, managers and employee customers, aligning business unit and operation strategies.
  4. Guides development of short and long-range departmental budgets and determines most effective allocation of resources. Manages revenue flow, vendor expenses and other service area monies. Utilizes effective strategies for ongoing cost containment that reflect sound fiduciary responsibility to the organization.
  5. Establishes, maintains and evaluates vendor business relationships. Oversees request for proposal process and negotiates vendor contracts.
  6. Establishes credibility throughout the organization with management and employees to ensure effective working relationships throughout the business. Responsible for effective project and communication planning and execution.
  7. Supervises and drives development and monitoring of departmental goals, performance improvement activities, benchmark efforts and operational excellence standards. Implements an effective and ongoing program to evaluate and measure success of departmental activities against scorecard initiatives, system goals and objectives and best practices.
  8. Leads development of the activities, programs and strategic Human Resources plans of the system to assure the provision of high quality, cost effective services. May lead corporate initiatives.
  9. Maintains professional affiliations and participates in professional activities as appropriate to responsibility scope.
  10. Promotes DCH Health System's culture of service and quality excellence through teamwork, respectful communication, maintenance of a professional environment, partnership with those we serve, and anticipation of patient/customer needs.
  11. Adheres to and serves as a role model for compliance with DCH Health System's policies, procedures and values.
  12. Interacts with all levels of the organization. Frequently interacts one-on-one, makes group presentations, leads teams, and facilitates system projects.
  13. Makes decisions and offers consultation on Human Resources matters with organizational implications.

Director Standards:
  • Manages departmental budget
  • Interviews, selects, hires, and retains employees
  • Ensures orientation and training for employees
  • Manages performance, including other management positions
  • Promotes, demotes, or transfers employees to meet organizational needs
  • Executes employee accountability process up to and including termination
  • Manages departmental productivity standards
  • Provides strategic leadership for department(s)
  • Performs long range planning and overall direction setting at the departmental level
  • Responsible for department organizational structure and alignment to meet forecasted business needs
  • Responsible for development, implementation and interpretation of system policies within a major organizational/functional area or the development and review of system policies within a recognized discipline
  • Performs compliance requirements
  • Approves payroll and is responsible for accurate payment of employees
  • Assures meeting/exceeding of DCH mission, vision, and departmental goals

DCH Standards:
  • Maintains performance, patient and employee satisfaction and financial standards as outlined in the performance evaluation.
  • Performs compliance requirements as outlined in the Employee Handbook
  • Must adhere to the DCH Mission, Vision, and Values including creating positive relationships with patients/families, coworkers, colleagues and with self.
  • Performs essential job functions in a manner that ensures the safety of patients, visitors and employees.
  • Identifies and reduces unsafe practices that may result in harm to patients, visitors and employees.
  • Recognizes and takes appropriate action to reduce risks and hazards to promote safety for patients, visitors and employees.
  • Requires use of electronic mail, time and attendance software, learning management software and intranet.
  • Must adhere to all DCH Health System policies and procedures.
  • All other duties as assigned.

Qualifications
Required:
  • Bachelor's degree in Human Resources, Business or related field required
  • Seven (7) years demonstrating management and leadership experience in Human Resources or a related area of management with Human Resources knowledge and expertise in identified discipline

Other Skills:
  • Demonstrated strategic planner with sound technical skills, analytical ability, good judgment and strong operational focus.
  • Must be a well-organized and self-directed individual who is politically savvy and highly collaborative.
  • Must relate to people at all levels of an organization and possess excellent written and oral communication skills.
  • Must be a good educator who serves as a trainer, mentor and facilitator, with experience in resolving conflicts.
  • Experience in leadership of teams or projects beyond a department level required.
  • To perform this job successfully, an individual should have knowledge of word processing, spreadsheet and presentation software.

Must be able to read, write legibly, speak, and comprehend English.
WORKING CONDITIONS
Work Context
  • Requires frequent face-to-face and telephone contact with others at all organizational levels, internal and external applicants and other customers. Work is fast paced and unpredictable in a customer service environment. Deals with external customers and may require occasionally dealing with conflict and/or an angry person. Requires constant use of email. Works as part of a team. Requires individual outcomes as well as team-based outcomes.
  • Work is primarily performed in a clean, indoor and temperature-controlled environment with no unusual physical effort. May require performing tasks in moderately close proximity to others. Cognitive abilities required include deductive reasoning, information ordering, oral comprehension, oral expression, problem sensitivity, written comprehension, and written expression.
  • This position will involve analyzing data and information, having the ability to work independently or in a team environment, preparing written letters and memos, critical thinking and using good judgment in decision making.

Physical Factors
  • Primarily sedentary work. Exerting up to 10 pounds of force occasionally and/or negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects. Involves sitting the majority of the time. Walking and standing are required occasionally throughout the work day. Manual and finger dexterity required. May require the ability to stoop, kneel and/or crouch on occasion. Physical presence onsite is essential. Local and/or long-distance travel may be required. Hearing and vision must be normal or corrected to within normal range. Able to perform the duties with or without reasonable accommodation.
  • Must be able to perform the duties with or without reasonable accommodation.
  • Hearing and vision must be normal or corrected to within normal range.
  • Physical presence onsite is essential.

KEYWORD SEARCH
Human Resources, Employment, Talent Acquisition, Compensation, Workforce Development

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