ZipRecruiter

Log In

1

Director Compensation Jobs in Michigan (NOW HIRING)

Saginaw Area Consortium

Gate Manager

Saginaw, MI · On-site

$12.50/hr

Jacob Premo, Athletic Director COMPENSATION: $12.50 per hour ESSENTIAL JOB RESPONSIBILITIES Collect admission fees during home athletic events and accurately distribute tickets to spectators.

Insight HRM

Assistant Manager - Restore

Adrian, MI · On-site

$19 - $22/hr

Additionally, the Assistant Manager assumes the manager role in the absence of the Restore Director. Compensation: $19.00-$22.00 Full-time (32-40 hours/wk), Hourly, NonexemptCompany-paid training ...

Insight HRM

Assistant Manager - Restore

Adrian, MI · On-site

$19 - $22/hr

Additionally, the Assistant Manager assumes the manager role in the absence of the Restore Director. Compensation: $19.00-$22.00 Full-time (32-40 hours/wk), Hourly, Nonexempt Company-paid training ...

Insight

Assistant Manager - Restore

Adrian, MI · On-site

$19 - $22/hr

Additionally, the Assistant Manager assumes the manager role in the absence of the Restore Director. Compensation: $19.00-$22.00 Full-time (32-40 hours/wk), Hourly, Nonexempt Company-paid training ...

Brio Living Services

Director of Total Rewards

Chelsea, MI · On-site

$118K - $162K/yr

Director of Total Rewards Department: Human Resources Employment Type: Full Time Location: Chelsea ... Oversee all leave and accommodation programs, including FMLA, ADA, workers' compensation ...

Brio Living Services

Director of Total Rewards

Chelsea, MI · On-site

$118K - $162K/yr

The Director partners closely with the CHRO, Finance, IT, and organizational leaders to ensure ... Oversee all leave and accommodation programs, including FMLA, ADA, workers' compensation ...

Saginaw Area Consortium

Gate Manager

Saginaw, MI · On-site

$12.50/hr

Jacob Premo, Athletic Director COMPENSATION: $12.50 per hour ESSENTIAL JOB RESPONSIBILITIES • Collect admission fees during home athletic events and accurately distribute tickets to spectators. • ...

previous pagenext page

Showing results 21-40

All JobsCompensation JobsDirector Compensation JobsDirector Compensation Jobs in Michigan

Director Compensation information

See Michigan salary details

$26.6K

$128.2K

$175.6K

How much do director compensation jobs pay per year?

As of Sep 4, 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 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 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 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 August 2026, with employment types broken down into 1% As Needed, 74% Full Time, 18% Part Time, 2% Temporary, 4% Contract, and 1% Nights. Highlights an 87% Physical, 3% Hybrid, and 10% Remote job distribution, with an average salary of $128,151 per year, or $61.6 per hour.

Director, Global Total Rewards

Woven by Toyota

Ann Arbor, MI • On-site

Full-time

Medical, Dental, Vision, Retirement, PTO

Posted 7 days ago

Job description

Woven by Toyota is enabling Toyota’s once-in-a-century transformation into a mobility company. Inspired by a legacy of innovating for the benefit of others, our mission is to challenge the current state of mobility through human-centric innovation — expanding what “mobility” means and how it serves society.

Our work centers on four pillars: AD/ADAS, our autonomous driving and advanced driver assist technologies; Arene, our software development platform for software-defined vehicles; Woven City, a test course for mobility; and Cloud & AI, the digital infrastructure powering our collaborative foundation. Business-critical functions empower these teams to execute, and together, we’re working toward one bold goal: a world with zero accidents and enhanced well-being for all.
Role Overview

Woven by Toyota is seeking a strategic, globally minded Director, Global Total Rewards — an experienced people leader and hands-on practitioner responsible for leading the design, governance, and delivery of compensation, benefits, payroll, equity, and global mobility programs across the organization.

This role will develop a competitive, equitable, compliant, and scalable Total Rewards strategy that supports Woven by Toyota's ability to attract, retain, motivate, and develop talent globally. The Director will partner closely with executive leadership, Finance, Legal, Talent Acquisition, HR Business Partners, HR Operations, and regional HR teams.
The ideal candidate brings a balance of strategic thinking, analytical rigor, and operational execution, with comfort using modern HR technology to drive Total Rewards programs in a dynamic, data-driven environment. Regular collaboration across global time zones is required.

Key Responsibilities
Global Total Rewards Strategy
  • Develop and implement Woven by Toyota's global Total Rewards philosophy and strategy
  • Align rewards programs with business priorities, talent strategy, company values, and financial objectives
  • Establish global principles while adapting programs to local market practices and regulatory requirements
  • Advise senior leadership on compensation, benefits, retention, and rewards-related risks
  • Build strong partnerships with Toyota related entities and external rewards providers
 
Compensation & Job Architecture
  • Lead global compensation structures, salary ranges, incentive programs, and retention programs
  • Oversee job architecture, job-code governance, career-track alignment, and market benchmarking
  • Strengthen internal equity, pay transparency, and pay-for-performance practices
  • Lead annual compensation planning and work with the Global Head of HR and HRBPs on annual performance review, promotion, calibration, and bonus processes
  • Guide complex offers, counteroffers, retention awards, and compensation exceptions
  • Ensure compensation decisions are data-driven, competitive, compliant, and aligned with the company's financial objectives
  • Partner with HR Business Partners, Employee Relations Partners, and Legal on compliance-related programs such as leave of absence and severance
 
Benefits, Payroll & Mobility
  • Establish the global strategy and governance model for employee benefits and wellbeing programs
  • Oversee benefits design, vendor management, enrollment, communications, program evaluation, and compliance audits
  • Provide strategic oversight of global payroll governance and payroll-related controls
  • Partner with Finance, Legal, HR Operations, and vendors on tax, social security, deductions, and compliance
  • Establish principles for international assignments, relocation, expatriate programs, and global mobility
 
Governance & Operations
  • Establish clear approval matrices, decision rights, documentation standards, and escalation procedures
  • Strengthen audit readiness, data privacy, internal controls, and regulatory compliance
  • Partner with HRIS and HR Operations to improve data quality, systems, reporting, and process efficiency
  • Build scalable Total Rewards processes that support a growing global organization
  • Improve employee and manager understanding of Total Rewards programs through clear communication
 
Stakeholder Engagement & Communication
  • Partner with HR, Finance, Legal, and business leaders to ensure alignment and execution of Total Rewards programs
  • Develop and execute communication strategies to help employees understand and value Total Rewards offerings
  • Build manager capability in understanding and applying compensation and benefits programs
 
Leadership
  • Lead, coach, and develop a globally distributed Total Rewards team; clarify accountabilities across Compensation, Benefits, Payroll, Mobility, and regional HR teams
  • Operate with sound judgment, governance discipline, and risk awareness
  • Translate data and emerging capabilities into practical, business-relevant applications
  • Build trust and collaboration across HR and business stakeholders, balancing strategic thinking with hands-on execution
  • Foster a collaborative, inclusive, and service-oriented team culture
  • Influence leaders across regions and functions without relying solely on formal authority
  • Apply AI, automation, and emerging technologies thoughtfully and responsibly to improve Total Rewards efficiency, accuracy, scalability, and employee experience — streamlining processes, enhancing analytics, reducing administrative effort, and freeing the team for higher-value strategic work
Required Qualifications
  • 10+ years of progressive experience in Total Rewards, Compensation, Benefits, Payroll, or a related HR discipline
  • Significant experience leading global or multi-country rewards programs
  • Deep expertise in compensation philosophy, job architecture, market pricing, incentive design, equity, and benefits
  • Experience partnering with senior executives, Finance, Legal, Talent Acquisition, HRBPs, and business leaders
  • Experience leading annual compensation and rewards planning processes
  • Strong understanding of rewards-related employment, tax, payroll, and regulatory requirements
  • Experience leading and developing high-performing teams
  • Strong analytical, financial, communication, and stakeholder-management skills
  • Executive presence, discretion, sound judgment, and the ability to influence across cultures
  • Demonstrated experience leading executive compensation programs and managing Compensation Committee or Board-level processes, including executive benchmarking, incentive design, preparation of decision materials, meeting governance, approvals, minutes, and follow-up
  • Business-fluent English
Preferred Qualifications
  • Experience in a global technology, automotive, mobility, robotics, or high-growth company
  • Experience working across the United States, Japan, the United Kingdom, and other international markets
  • Experience with SuccessFactors, Dayforce, compensation planning platforms, global payroll systems, and HR analytics
  • Experience implementing global job architecture, pay transparency, compensation harmonization, or pay-for-performance programs
  • Japanese language capability, or extensive experience working with Japanese stakeholders
Success Measures

Within the first 12–18 months, the Director will:

  • Establish and communicate a clear global Total Rewards philosophy. If changes applicable 
  • Strengthen job architecture, job-code governance, and compensation decision processes
  • Improve consistency and transparency in compensation planning and promotion decisions
  • Establish an integrated global governance model for benefits, payroll, equity, and mobility
  • Improve rewards-related controls, data quality, compliance, and operational reliability
  • Build a high-performing Total Rewards team and strong partnerships with global stakeholders
  • Improve employee and manager understanding of Total Rewards programs
For positions based in Palo Alto, CA; the base pay ranges from $164,500 to $270,250 per year.
 
Your base salary is one part of your total compensation. We offer a base salary, short term and long term incentives, and a comprehensive benefits package. The total compensation offered to an employee will be dependent upon the individual's skills, experience, qualifications, location, and level.

WHAT WE OFFER
We are committed to creating a modern work environment that supports our employees and their loved ones. We offer many options of the best programs to allow you to do your most meaningful work and to help you shape the future of mobility.
・Excellent health, wellness, dental and vision coverage
・A rewarding 401k program
・Flexible vacation policy
・Family planning and care benefits

Our Commitment
・We are an equal opportunity employer and value diversity.
・Any information we receive from you will be used only in the hiring and onboarding process. Please see our privacy notice for more details.