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Director Compensation Jobs in Michigan (NOW HIRING)

Ohio Health

Influencing leaders without direct authority * Translating complex compensation concepts into understandable language As a High Reliability Organization (HRO), responsibilities require focus on ...

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Director Compensation information

See Michigan salary details

$26.6K

$128.2K

$175.6K

How much do director compensation jobs pay per year?

As of Aug 5, 2026, the average yearly pay for director compensation in Michigan is $128,151.00, according to ZipRecruiter salary data. Most workers in this role earn between $108,900.00 and $149,000.00 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 Michigan? The most popular types of Compensation jobs in Michigan are:
What are popular job titles related to Director Compensation jobs in Michigan? For Director Compensation jobs in Michigan, the most frequently searched job titles are:
What job categories do people searching Director Compensation jobs in Michigan look for? The top searched job categories for Director Compensation jobs in Michigan are:
What cities in Michigan are hiring for Director Compensation jobs? Cities in Michigan with the most Director Compensation job openings:
Director Compensation jobs near you
Infographic showing various Director Compensation job openings in Michigan as of July 2026, with employment types broken down into 1% As Needed, 78% Full Time, 18% Part Time, and 3% Contract. Highlights an 88% Physical, 3% Hybrid, and 9% Remote job distribution, with an average salary of $128,151 per year, or $61.6 per hour.

Director, Global Compensation

Whirlpool

Benton Harbor, MI • On-site

Full-time

PTO

Posted 9 days ago

Whirlpool rating

7.4

Company rating: 7.4 out of 10

Based on 164 frontline employees who took The Breakroom Quiz

94th of 156 rated electronics manufacturers

Job description

Requisition ID: 72372
About Whirlpool Corporation
Whirlpool Corporation (NYSE: WHR) is a leading home appliance company, in constant pursuit of improving life at home. As theonly major U.S.-based manufacturer of kitchen and laundry appliances, the company is driving meaningful innovation to meet the evolving needs of consumers through its iconic brand portfolio, including Whirlpool, KitchenAid, JennAir, Maytag, Amana, Brastemp, Consul, and InSinkErator. In 2024, the company reported approximately $17 billion in annual sales - close to 90% of which were in the Americas - 44,000 employees, and 40 manufacturing and technology research centers. Additional information about the company can be found at WhirlpoolCorp.com.
This Role in Summary:
Whirlpool Corporation is seeking a Director of Global Compensation (Executive and Broad-Based) to join our Total Rewards Center of Expertise (COE) within the Human Resources organization. In this global leadership role, you will steer the strategic design, implementation, and governance of broad-based and executive compensation programs to attract, retain, and motivate top talent in alignment with Whirlpool's business objectives. Serving as the primary advisor to HR and business leaders, you will ensure organizational alignment across all levels, oversee high-impact global policy projects (severance, retention, titling), and lead cross-functional global teams to deliver compliant, consistent, and clearly communicated compensation practices enterprise wide.
Your Responsibilities Will Include:
Global Compensation Strategy & Operations
  • Lead the strategy, structural design, and scaling of broad base and executive compensation programs, including base salary, short-term incentives, long-term incentives, and custom retention or transformation equity vehicles.
  • Formulate materials, financial models, and strategic recommendations for the Human Resources Committee (HRC). Ensure all materials are board-ready and aligned with broader business objectives.
  • Partner with Legal and Finance to author and review required executive compensation disclosures, including Forms 4, 10-K, and the Compensation Discussion and Analysis (CD&A) narrative and accompanying executive tables in the annual proxy statement.
  • Advise HR and business leaders on adjustments to executive compensation, and communicate total rewards packages to incoming executives.
  • Maintain the global job architecture, including titling conventions, role leveling, and executive role evaluations across job families.
  • Provide leadership and oversee the annual compensation planning process, including the global merit cycle, market pricing, short-term incentive payouts, and the distribution of compensation statements.
  • Lead global compensation strategy for mergers and acquisitions, including due diligence, integration, and divestitures-aligning acquired total rewards structures with overall enterprise frameworks to ensure internal equity and financial control.

Market Intelligence & Compliance
  • Research external market and compensation practices to conduct benchmarking studies and track organizational market competitiveness.
  • Manage relationships with compensation survey providers, external consulting firms, and third-party vendors to execute data analyses.
  • Develop global compensation metrics, dashboards, and KPIs to monitor program and policy effectiveness.
  • Monitor and implement changes to comply with global pay regulations and pay transparency legislation to ensure practices are equitable.

HR & Business Partnership
  • Serve as a subject matter expert, providing guidance and strategies to senior leadership.
  • Collaborate across global and regional functions (including Finance, Legal, HRIS, HR Operations, Talent Acquisition, Global Mobility, Stock Plan Administration, and Regional Compensation) to seamlessly integrate compensation programs into overarching talent initiatives.
  • Deliver communications and training to global leaders and HR business partners regarding compensation policies, guidelines, and program implementation.

Minimum Requirements:
  • Bachelor's degree in HR, Finance, or a related field.
  • 12+ years of progressive experience in corporate compensation, total rewards, or compensation consulting, with a dedicated focus on compensation design and strategy.
  • 5+ years of hands-on experience designing and managing executive compensation, equity vehicles, and public company incentive structures.
  • Experience preparing materials for, or presenting to, the Compensation Committee of the Board of Directors.
  • Deep familiarity with public company corporate governance, SEC regulations, and hands-on experience co-authoring the CD&A narrative and managing proxy disclosure tables.
  • Proven experience designing and managing complex, multi-regional compensation architectures across a global footprint, with strong working knowledge of international pay equity and transparency regulations.
  • Experience managing relationships with external compensation consultants, legal counsel, and third-party vendors.
  • Exceptional business acumen and communication skills, with a demonstrated ability to influence, challenge, and advise executive and C-suite leadership.

Preferred Skills and Experiences:
  • Master's degree and/or professional certifications (e.g., Certified Compensation Professional [CCP], Certified Executive Compensation Professional [CECP]).
  • Experience leading the design and implementation of global compensation programs and processes, with proven success driving results across all levels of an organization.
  • Advanced proficiency in HRIS compensation modules (specifically SAP SuccessFactors) alongside experience utilizing modern, AI-driven market data platforms and advanced data visualization tools.

Additional Information:
Whirlpool's Ways of Working:
  • Always On Flexibility: You will have the autonomy to manage personal, family, and outside-of-work commitments as needed.
  • Two-Week Work from Anywhere: Minimum of one-week increments for a total of two weeks per year.
  • Sabbatical: Four weeks paid leave after every five years of service.

#LI-KH1
Connect with us and learn more about Whirlpool Corporation. See what it's like to work at Whirlpool by visiting Whirlpool Careers. Additional information about the company can be found on Facebook, Twitter, LinkedIn, Instagram and YouTube. Whirlpool Corporation is committed to equal employment opportunity and prohibits any discrimination on the basis of race or ethnicity, religion, sex, pregnancy, gender expression or identity, sexual orientation, age, physical or mental disability, veteran status, or any other category protected by applicable law.

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