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Director Compensation Jobs in Puerto Rico (NOW HIRING)

Housing Works

Director of Finance

Fajardo, PR · On-site

$65K - $73K/yr

Compensation Range: $65,000 - $73,000 yearly commensurate with experience Overview: Reporting to the Executive Director, the Director of Finance is responsible for overseeing the organization ...

DaVita

Division Director, Home

Caguas, PR · On-site

$129K - $205K/yr

The Division Home Director is responsible for driving business growth, and supporting clinical ... DaVita.jobs/WageRates Compensation for the role will depend on a number of factors, including a ...

Highgate

Director of Operations

Carolina, PR · On-site

$100 - $125/hr

Compensation Type Yearly Highgate Hotels Highgate is a leading real estate investment and ... Carolina, Puerto Rico 00979 Overview The Director of Operations is responsible for continually ...

Highgate Hotels L.P.

Director of Operations

Carolina, PR · On-site

$150 - $200/hr

Compensation Type Yearly Highgate Hotels Highgate is a leading real estate investment and ... Carolina, Puerto Rico 00979 Overview The Director of Operations is responsible for continually ...

Baxter

Director, Manufacturing Strategy

Aibonito, PR · On-site

$168K - $231K/yr

We understand compensation is an important factor as you consider the next step in your career. At Baxter, we are committed to equitable pay for all employees, and we strive to be more transparent ...

Pwc

Oracle Cloud CPQ Implementation Director

San Juan, PR · On-site

$155K - $410K/yr

Actual compensation within the range will be dependent upon the individual's skills, experience ... At PwC, we recognize that conviction records may have a direct, adverse, and negative relationship ...

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Director Compensation information

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 Puerto Rico?

The most popular types of Compensation jobs in Puerto Rico are:

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

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

What cities in Puerto Rico are hiring for Director Compensation jobs?

Cities in Puerto Rico with the most Director Compensation job openings:

Director Compensation jobs near you

Human Resources Director

San Juan, PR • On-site

Fulcro Insurance
51 - 200 employees
Learn more about Fulcro Insuranceexternal

Full-time

Re-posted 14 days ago

Job description

Company Overview
Our client, a leading company, provides innovative technological and commercial solutions for merchants, helping them optimize operations, drive sales growth, and enhance their competitive edge through advanced digital tools and specialized support. The company is currently seeking a Human Resources Director.
Job Summary
The Human Resources Director is responsible for leading the strategy, operations, and evolution of the Human Resources function within an organization in the technology and commercial lending sector. This role serves as a strategic partner to the executive team, driving initiatives that strengthen organizational culture, talent development, operational efficiency, and regulatory compliance. The position oversees all HR areas, including recruitment, compensation, labor relations, organizational development, and compliance.
Responsibilities and Duties
  • Strategic Leadership - Define and execute the Human Resources strategy aligned with corporate objectives, ensuring that the organizational structure supports the growth of the technology and financial business.
  • Talent Management - Lead recruitment and selection processes for technical, financial, and administrative roles, ensuring the attraction of highly specialized talent.
  • Organizational Development - Design training, leadership, succession planning, and performance evaluation programs based on metrics and objectives.
  • Culture and Engagement - Promote a culture centered on innovation, ethics, customer service, and collaboration, while driving wellness and employee engagement initiatives.
  • Compensation and Benefits - Develop competitive salary structures and benefits programs aligned with the technology and financial markets.
  • Compliance and Regulations - Ensure compliance with labor laws, financial sector regulations, and internal policies, overseeing audits and compliance processes.
  • Labor Relations - Manage internal investigations, conflict resolution, disciplinary processes, and legal risk mitigation strategies.
  • Human Resources Technology - Implement and optimize HRIS systems, automation tools, and talent analytics to enhance decision-making.
  • Change Management - Lead organizational transformation initiatives, technology integrations, and business scaling processes.
  • HR Team Leadership - Direct, develop, and evaluate the Human Resources team, fostering a high-performance and continuous-improvement culture.
  • Workforce Planning - Analyze talent trends, turnover, productivity, and future needs to ensure the availability of critical capabilities.
  • Internal Communication - Ensure clear, consistent, and strategically aligned communication throughout the organization.
Qualifications and Skills
  • Bachelor's degree in Human Resources, Business Administration, Industrial Psychology, Management, or a related field.
  • Ten (10) years of progressive experience in Human Resources, including direct leadership roles.
  • Experience in the technology, fintech, commercial lending, or financial services sectors.
  • Strong knowledge of labor legislation, compensation practices, organizational development, and change management.
  • Experience implementing HRIS systems, talent analytics, and automation tools.
  • Excellent communication, negotiation, leadership, and executive-influence skills.
  • Strategic mindset, analytical thinking, and strong results orientation.
  • Bilingual in Spanish and English, spoken and written.

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