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Director Compensation Jobs in Ohio (NOW HIRING)

LeafHome

Senior Director, Sales Compensation

Hudson, OH · On-site

The Senior Director, Sales Compensation is responsible for the strategy, design, governance, analytics, and effectiveness of the company's sales compensation programs. This leader will serve as the ...

Steris Corporation

Compensation Manager

Mentor, OH · On-site

Direct market pricing, competitive benchmarking, and compensation analytics to inform strategic workforce and investment decisions. * Ensure compliance with compensation regulations while advancing ...

STERIS Corporation

Compensation Manager

Mentor, OH · Hybrid

Direct market pricing, competitive benchmarking, and compensation analytics to inform strategic workforce and investment decisions. * Ensure compliance with compensation regulations while advancing ...

Cleveland Clinic

Compensation Consultant

Cleveland, OH · Remote

$106K/yr

Interface with Human Resources representatives to ensure appropriate level of understanding and administration capability relative to the broad spectrum of both direct and indirect compensation ...

New

Vaco LLC

Compensation Analyst

Monroe, OH · On-site

$90K/yr

Vaco is hiring for a Compensation Analyst opportunity in Monroe OH Direct Hire, Onsite Salary: $85-90,000/yr Position Summary The Compensation Analyst is responsible for analyzing, administering, and ...

OhioHealth

Compensation Advisor

Columbus, OH · On-site

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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Showing results 21-40

All JobsCompensation JobsDirector Compensation JobsDirector Compensation Jobs in Ohio

Director Compensation information

See Ohio salary details

$29K

$139.8K

$191.6K

How much do director compensation jobs pay per year?

As of Sep 7, 2026, the average yearly pay for director compensation in Ohio is $139,781.00, according to ZipRecruiter salary data. Most workers in this role earn between $118,800.00 and $162,600.00 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 Ohio?

The most popular types of Compensation jobs in Ohio are:

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

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

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

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

What cities in Ohio are hiring for Director Compensation jobs?

Cities in Ohio with the most Director Compensation job openings:

Director Compensation jobs near you
Infographic showing various Director Compensation job openings in Ohio as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 14% Part Time, and 3% Contract. Highlights an 87% Physical, 3% Hybrid, and 10% Remote job distribution, with an average salary of $139,781 per year, or $67.2 per hour.

Senior Director, Sales Compensation

LeafHome

Hudson, OH • On-site

Other

Medical, Dental, Vision, Retirement, PTO

Posted 5 days ago

Job description

About Leaf Home
At Leaf Home, we are powered by people on a single mission to make homeownership easy. We've crafted a team of the very best to ensure we make a difference by winning every day. In addition to serving our customers, Leaf Home strives to build a welcoming and inclusive workplace. We are proud to be a certified Great Place to Work® as well as a multi-year recipient of Top Workplaces recognition.
From competitive medical benefits to people-focused committees like the Women's Committee, Diversity & Inclusion Committee, and VetConnect, we are dedicated to making Leaf Home a workplace where you can win every day. Come grow your career with us.
Why Leaf Home
  • We Win - Being driven every day to win is who we are
  • People Powered - Recognized as a top Ohio and U.S. workplace by Great Place to Work®, Energage, and more
  • Family Feel with Enterprise-Level Resources - You are important to us, and we've built a culture you'll love
  • Support - Inclusion, sustainability, and reliability surround everything we do
  • Personal Growth - Dedicated to providing resources and encouragement for employee growth
  • Mobility - Locations throughout the U.S. and Canada, with continued expansion

Position Summary:
The Senior Director, Sales Compensation is responsible for the strategy, design, governance, analytics, and effectiveness of the company's sales compensation programs.
This leader will serve as the company's subject-matter expert on sales compensation, partnering closely with Sales, Finance, Human Resources, Operations, and senior leadership to ensure incentive programs drive the right behaviors, reward performance, support profitable growth, and remain competitive in the marketplace.
The role does not lead the sales organization. Instead, it serves as a strategic partner to Sales leadership, bringing deep expertise in incentive design and sales economics to help translate business strategy into compensation programs that are motivating, understandable, financially sound, and operationally executable.
The successful candidate will combine deep technical sales compensation expertise with strong business judgment and the ability to influence senior commercial leaders.
Essential Duties and Responsibilities:
  • Lead the design and ongoing evolution of all sales compensation programs across the organization.
  • Translate business objectives into incentive structures that drive desired sales behaviors and business outcomes.
  • Design plans incorporating base salary, commissions, quotas, thresholds, accelerators, decelerators, bonuses, product incentives, contests, guarantees, draws, and other variable compensation mechanisms.
  • Determine appropriate pay mix, performance measures, leverage, payout curves, thresholds, targets, accelerators, and maximum payout opportunities.
  • Ensure incentive plans appropriately balance:
    • Revenue growth
    • Gross margin and profitability
    • Conversion
    • Average ticket
    • Product and service mix
    • Customer quality and retention
    • Sales productivity
    • Customer experience
  • Simplify compensation programs where unnecessary complexity has accumulated while preserving appropriate differentiation for different sales roles and business models
  • Develop sophisticated financial models to understand the cost and behavioral implications of proposed incentive-plan changes.
  • Model payout distributions across various performance scenarios before implementing plan changes.
  • Conduct sensitivity analyses to understand how changes in performance, pricing, margin, mix, conversion, or productivity affect incentive payouts.
  • Analyze compensation cost as a percentage of revenue, gross profit, and contribution margin.
  • Evaluate whether incentive plans provide appropriate differentiation between low, average, high, and exceptional performers.
  • Identify excessive payouts, insufficient upside, performance cliffs, windfalls, unintended consequences, and other design issues.
  • Partner with Finance to forecast incentive expense and evaluate the ROI of sales compensation investments.
  • Develop a comprehensive framework for measuring the effectiveness of sales incentive programs.
  • Conduct regular analysis of actual performance and payouts against plan objectives.
  • Evaluate whether incentive plans are producing the behaviors and business outcomes they were designed to create.
  • Analyze performance and compensation relationships across representatives, teams, markets, products, channels, and business units.
  • Identify potential plan gaming, unintended incentives, excessive discounting, poor-quality sales, or other behaviors created by compensation design.
  • Recommend changes based on quantitative analysis and business results.
  • Establish dashboards and reporting that give senior leadership visibility into incentive effectiveness and economics.
  • Establish a disciplined governance process for the design, approval, implementation, and modification of sales compensation programs.
  • Create clear standards regarding when separate incentive plans are appropriate versus when roles should participate in common plans.
  • Establish policies governing:
    • Plan eligibility
    • Crediting
    • Split credit
    • Cancellations and rescissions
    • Chargebacks
    • Returns and rework
    • Guarantees and draws
    • New-hire treatment
    • Leaves and transfers
    • Exceptions
    • Disputes and appeals
    • Plan changes
  • Create an annual sales compensation planning calendar aligned with the company's strategic and financial planning processes.
  • Maintain clear documentation of all plans, policies, calculations, and approvals.
  • Ensure compensation programs comply with applicable legal, regulatory, and company requirements.
  • Ensure incentive plans can be accurately and efficiently administered.
  • Partner with HR, Finance, Payroll, IT, and Sales Operations to ensure accurate calculation and timely payment of incentives.
  • Establish controls and audit processes to improve accuracy and reduce payment errors.
  • Identify opportunities to automate compensation administration and reduce manual processes.
  • Evaluate sales compensation technology and systems as appropriate.
  • Ensure sales representatives and leaders have visibility into performance, earnings, and how compensation is calculated.
  • Serve as the primary sales compensation advisor to the Chief Sales Officer and senior business leaders.
  • Partner with Sales leadership to understand business strategy, sales roles, customer acquisition models, and desired selling behaviors.
  • Challenge proposed compensation changes when they create unnecessary cost, complexity, or unintended incentives.
  • Partner with Finance to ensure plans deliver appropriate economic returns.
  • Partner with HR on market competitiveness, job architecture, total compensation, and compensation governance.
  • Provide senior leadership with objective recommendations regarding incentive-plan changes rather than simply administering plans requested by the business.
  • Conduct periodic comprehensive reviews of the company's sales incentive portfolio.
  • Identify opportunities to eliminate redundant or ineffective plans.
  • Reduce unnecessary complexity and improve consistency across businesses and markets.
  • Develop common compensation design principles while recognizing legitimate differences among sales roles and channels.
  • Lead major redesigns of incentive programs when business strategy, market conditions, or sales models change.
  • Develop implementation and communication strategies for significant compensation changes.

Experience and Minimum Qualifications:
  • 10+ years of progressive experience in sales compensation, sales effectiveness, compensation consulting, commercial finance, or related disciplines.
  • Significant experience personally designing complex sales incentive plans.
  • Experience supporting large, distributed, commission-intensive sales organizations strongly preferred.
  • Experience in home improvement, home services, roofing, HVAC, solar, telecommunications, insurance, financial services, automotive, or another high-volume commissioned sales environment preferred.
  • Advanced financial and analytical capabilities, including sophisticated Excel and financial modeling skills.
  • Experience with sales compensation administration platforms and CRM/data environments preferred.
  • Demonstrated ability to influence senior Sales, Finance, and HR executives.
  • Experience leading significant sales compensation redesigns and change-management efforts.
  • Bachelor's degree required; advanced degree preferred.
  • Must be legally authorized to work in the country of employment without sponsorship for employment visa status (e.g., H1B status).

Preferred Knowledge, Skills, Abilities or Certifications:
  • Deep technical expertise in sales compensation principles, including:
    • Pay mix
    • Quotas and performance measures
    • Thresholds and accelerators
    • Payout curves
    • Commission structures
    • Crediting
    • Plan leverage
    • Performance distribution
    • Cost modeling
    • Plan governance

Travel Requirements:
  • Occasional overnight travel is required (1-10%)

Overtime/Additional Hours Requirements:
  • Additional and non-standard hours may be required (exempt).

Physical Requirements:
  • Normal office environment.
  • Performs indoor work in a climate-controlled environment.
  • 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, including the human body. Sedentary work involves sitting most of the time.

Are We Your Company?
Focused on Growth Leaf Home is dominating the home improvement industry as we continue to grow. We work hard and play harder. With offices across the U.S. and Canada, our diverse team spans marketing, sales, installation, and service. We are committed to employee growth through:
  • Innovating, Always - Providing cutting-edge solutions for employees and customers
  • Partnering with Our Customers - Building trusted relationships at the core of everything we do
  • Empowering Employees - Creating opportunities for growth and success in a supportive environment
  • Supporting Our Communities - Giving back to the places our customers and employees call home

What We Offer
  • Industry-leading compensation package
  • Competitive medical, dental, and vision benefits after 60 days
  • Retirement savings plan with company match
  • Paid parental leave and generous paid time off programs
  • On-campus fitness programs and meal delivery services
  • Comprehensive health, wellbeing, financial wellness, and childcare benefits
  • Opportunities for growth and advancement

Additional Perks
  • Employee assistance program with 24/7 legal, financial, and counseling support
  • Employee discount marketplace with thousands of savings options
  • Flexible Gym membership
  • Employee resource groups, including VetConnect and the Women's Committee

Awards and Recognition
Leaf Home has been recognized as a top workplace by The Plain Dealer, is a multi-year recipient of Top Workplaces USA by Energage, and is Great Place to Work® Certified™. Additional recognitions include:
  • Remodeling 550 list placements
  • Qualified Remodeler Top 500 rankings
  • Smart Culture Awards for employee-focused culture
  • Inc. 5000 and Inc. 5000 Regionals: Midwest growth recognition

For a full list of awards, visit www.leafhome.com/press/.
Diversity and Equal Opportunity
Leaf Home is committed to creating a diverse and inclusive environment and is proud to be an equal opportunity employer. Employment decisions are made without regard to race, color, ancestry, national origin, gender identity or expression, sexual orientation, marital status, religion, age, genetic information, veteran status, or disability, in accordance with applicable law.
Americans with Disabilities Act Statement and Contact
Leaf Home is committed to honoring the spirit and requirements of the Americans with Disabilities Act. If you require reasonable accommodation in completing this application, interviewing, completing any pre-employment testing, or otherwise participating in the employee selection process, please direct your inquiries to adarecruiting@leafhome.com.

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