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Director Compensation Jobs in California (NOW HIRING)

United Talent Agency

Director, Compensation

Los Angeles, CA · On-site

$190 - $225/hr

Overview UTA is seeking a strategic and experienced Director of Compensation to join our dynamic People team onsite in our Beverly Hills office. In this role, you will lead the design, implementation ...

The RealReal

Director, Compensation

San Francisco, CA · On-site

$147K - $201K/yr

About The Role We are seeking a hands-on, strategic, and analytically driven Director of Compensation to lead the design and execution of enterprise-wide compensation strategy. This includes ...

ServiceTitan

Director, Compensation

Glendale, CA · On-site +1

$132K - $181K/yr

Most compensation functions answer questions. We're building one that anticipates them. ServiceTitan is a post-IPO, globally distributed software company with operations across the US, Canada ...

Envista

Sr. Director, Compensation

Brea, CA · On-site

$174K - $261K/yr

The Sr. Director, Compensation is responsible for leading the design, delivery, and governance of key compensation programs that support Envista's talent and business strategy. This role provides ...

Envista

Sr. Director, Compensation

Brea, CA · On-site

$155.10 - $279.30/hr

The Sr. Director operates as an enterprise‑level compensation leader, partnering with HR, Finance, and senior business leaders to evolve Envista's compensation practices.Serve as the strategic ...

Pinterest

Lead, Executive Compensation

San Francisco, CA · On-site +1

Reporting to the Sr. Director, Compensation, this role will be responsible for supporting the design and implementation of Pinterest's executive compensation programs. This role will also collaborate ...

Envista

Compensation Director

Brea, CA · On-site

$161K - $197K/yr

The Compensation Director is responsible for leading the design, delivery, and governance of key compensation programs that support Envista's talent and business strategy. This role provides ...

El Camino Health

Compensation Director

San Jose, CA · On-site

$175 - $300/hr

We are currently seeking a forward-thinking Compensation Director to lead innovation at the intersection of compensation strategy and emerging AI capabilities. Reporting to the Head of Total Reward ...

Logitech

Compensation Director

San Jose, CA · On-site +1

$146K - $200K/yr

We are currently seeking a forward-thinking Compensation Director to lead innovation at the intersection of compensation strategy and emerging AI capabilities. Reporting to the Head of Total Reward ...

Logitech

Compensation Director

San Jose, CA · On-site

$146K - $200K/yr

We are currently seeking a forward-thinking Compensation Director to lead innovation at the intersection of compensation strategy and emerging AI capabilities. Reporting to the Head of Total Reward ...

Pinterest

Lead, Executive Compensation

San Francisco, CA · On-site +1

Reporting to the Sr. Director, Compensation, this role will be responsible for supporting the design and implementation of Pinterest's executive compensation programs. This role will also collaborate ...

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All JobsCompensation JobsDirector Compensation JobsDirector Compensation Jobs in California

Director Compensation information

See California salary details

$30.1K

$145.1K

$198.9K

How much do director compensation jobs pay per year?

As of Aug 14, 2026, the average yearly pay for director compensation in California is $145,105.00, according to ZipRecruiter salary data. Most workers in this role earn between $123,400.00 and $168,800.00 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 California?

The most popular types of Compensation jobs in California are:

What are popular job titles related to Director Compensation jobs in California?

For Director Compensation jobs in California, the most frequently searched job titles are:

What job categories do people searching Director Compensation jobs in California look for?

The top searched job categories for Director Compensation jobs in California are:

What cities in California are hiring for Director Compensation jobs?

Cities in California with the most Director Compensation job openings:

Director Compensation jobs near you
Infographic showing various Director Compensation job openings in California as of August 2026, with employment types broken down into 1% As Needed, 68% Full Time, 26% Part Time, 2% Temporary, and 3% Contract. Highlights an 88% Physical, 3% Hybrid, and 9% Remote job distribution, with an average salary of $145,105 per year, or $69.8 per hour.

Director, Compensation

DirectedLINK LLC

Beverly Hills, CA

$190K - $225K/yr

Full-time

Posted yesterday

New

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.