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Director Compensation Jobs in Rhode Island (NOW HIRING)

Robert Half

Compensation & Benefits Manager

Newport, RI · On-site

$79K - $108K/yr

We are looking for a Compensation & Benefits Manager to lead pay and benefits strategy for our ... Direct the performance of a self-funded health plan by coordinating with vendors and tracking ...

Imagine Learning

SC

$65K - $75K/yr

This is a regular, full-time position, reporting to the Professional Learning Solutions Director. Compensation : Base pay is anticipated to be between $65,972 and $75,000 per year. Eligible employees ...

Imagine Learning

NC

$65K - $75K/yr

This is a regular, full-time position, reporting to the Professional Learning Solutions Director. Compensation : Base pay is anticipated to be between $65,972 and $75,000 per year. Eligible employees ...

Fidelity Investments

Director, Finance

Smithfield, RI

$110K - $222K/yr

Director, Finance Note: Fidelity is not providing immigration sponsorship for this position The ... Base salary is only part of the total compensation package. Depending on the position and ...

GGP

Dir, Leasing

Providence, RI

$145K - $205K/yr

Position Summary The Director of Leasing plays a key role in driving income growth, enhancing ... Compensation Salary type: Exempt Pay Frequency: Bi-weekly Annual Base Salary Range: $145,000 - $205 ...

Brookfield Properties

Dir, Leasing

Providence, RI · On-site

$145K - $205K/yr

Position Summary The Director of Leasing plays a key role in driving income growth, enhancing ... Compensation Salary type: Exempt Pay Frequency: Bi-weekly Annual Base Salary Range: $145,000 - $205 ...

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Showing results 1-20

All JobsCompensation JobsDirector Compensation JobsDirector Compensation Jobs in Rhode Island

Director Compensation information

See Rhode Island salary details

$29.9K

$144K

$197.3K

How much do director compensation jobs pay per year?

As of Aug 25, 2026, the average yearly pay for director compensation in Rhode Island is $143,988.00, according to ZipRecruiter salary data. Most workers in this role earn between $122,400.00 and $167,500.00 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 Rhode Island?

The most popular types of Compensation jobs in Rhode Island are:

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

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

Director Compensation jobs near you
Infographic showing various Director Compensation job openings in Rhode Island as of August 2026, with employment types broken down into 1% As Needed, 77% Full Time, 18% Part Time, and 4% Contract. Highlights an 88% Physical, 3% Hybrid, and 9% Remote job distribution, with an average salary of $143,988 per year, or $69.2 per hour.

Assistant Director, Compensation

Providence, RI • On-site

Brown University
Colleges, Universities, and Professional Schools • 5 - 10K employees

8.1

Company rating: 8.1 out of 10

Based on 27 frontline employees who took The Breakroom Quiz

168th of 622 rated colleges and universities

Great coworkers

People enjoy working here

Good employer

Learn more about Brown Universityexternal

$126K - $172K/yr

Full-time

Posted 20 days ago

Job description

Job Description:
Reporting to the Director of Compensation, the Assistant Director, Compensation will provide consultative and analytical support for department reorganizations, job reclassifications, pay-related decisions for new hires, promotions, market adjustments and internal equity reviews. This position collaborates with Human Resources Business Partners, University Human Resources (UHR) staff, managers and senior leaders, acting as a strategic partner to assigned organizational areas. This position will deliver compensation reviews, evaluate reclassification requests and requests for new positions, including gathering job analysis information, reviewing external market data and internal comparisons, and recommending grade/range, title, and FLSA status. The incumbent will ensure internal equity and external competitiveness in recommendations and decisions. They will also conduct compensation studies, including, but not limited to, internal equity reviews, annual and ad-hoc surveys, market trend analysis, and develop recommendations based on findings.
Major Responsibilities:
1. Provide high level compensation consultation and guidance on pay decisions, policies and guidelines
  • Build and maintain strong partnerships across the University, including core HR functions, Human Resources Business Partners, senior leaders, department heads and managers, to ensure a total rewards package to address talent attraction, retention and motivation.
  • Apply compensation principles, best practices and appropriate guidelines to collaborate on compensation issues, including promotions, pay adjustments, job classifications, retention, offers/counter offers, performance bonuses and pay supplements.
  • Serve as a subject matter expert on compensation processes and issues.
  • Work with the Director to design compensation programs, policies, procedures and practices.
  • Advise on job description development, including job content, title and qualifications to ensure consistency across the university. Develop tools on writing job descriptions, including generic job descriptions, compensation resources and training programs to assist staff and managers.
  • Conduct job evaluations to determine the appropriate job grade, title, FLSA status and compensation package, ensuring consistency across the university. This includes determining if a promotion is warranted, reviewing internal and external salary data, and benchmarking to similar positions at the university.
  • Proactively consult with Human Resources Business Partners and managers to identify positions that should be reviewed for job grade, title, FLSA status and compensation package.
  • Partner with Human Resources Business Partners, managers and functional experts to develop career progression guidelines and job descriptions.
  • Stay up-to-date on current compensation-related legislation to ensure compliance with applicable employment-related federal and state statutory requirements regarding employee pay and independent contractor vs employee classification.
  • Conduct exempt testing to determine appropriate FLSA status of new and updated positions.
  • Conduct ad-hoc research and compensation modeling in support of project assignments including presentation of findings and recommendations.

2. Conduct analysis of compensation data to identify trends, market competitiveness and benchmark compensation practices
  • Analyze competitive salary data to support pay decisions and recommendations. This includes preparing compensation analyses for job audits and equity requests, and performing market pricing evaluations of new and revised positions.
  • Leverage best practices and technology for continuous improvement in compensation administration and processes.
  • Partner with the Director to evaluate all equity and promotion recommendations during the annual salary increase process. Proactively consult with Human Resources Business Partners and managers to identify positions that should be reviewed for job grade, title, FLSA status and compensation package.

3. Support and manage organizational reviews and manage projects
  • Work with department heads and Human Resources Business Partners to develop and finalize reorganization documentation, including job descriptions, salary recommendations, reorganization memos and staffing spreadsheets.
  • Participate in discussions with the Assistant Vice President for Workforce Strategy, and the Talent Acquisition and Employmen Services and Employee and Labor Relations units to finalize the reorganization materials and assist with implementation.
  • Serve as lead on compensation projects as assigned by the Director, Compensation, including reorganizations.

Education and Experience
  • Bachelor's Degree and 5-7 years of human resources experience with a focus in compensation.
  • Specific experience managing or overseeing an annual salary increase program, evaluating positions including FLSA classification, and utilizing market data to inform salary recommendations.
  • Experience with developing strategic solutions to a broad range of classification, compensation and organizational design issues.
  • Strong knowledge base of classification and compensation theory, practices and guiding principles.
  • Strong communication skills to convey findings and recommendations clearly and concisely.
  • Exceptional interpersonal skills; ability to work across a complex organization and interact and partner with various levels of management, staff, faculty and outside constituents.
  • Ability to work independently and exercise initiative, discretion and good judgment.
  • Demonstrated ability to work collaboratively with client groups and other areas of human resources and complete multiple assignments on time.
  • Demonstrated ability to prioritize assignments to accommodate varied workload deadlines and conflicting requests.
  • Skilled at working in a fast-paced, high volume, and frequently changing environment.
  • Prior experience in a higher education setting is preferred.

Job Competencies
  • High attention to detail and accuracy, as well as an understanding of the strategic impact of compensation decisions on the University
  • Advanced knowledge of Microsoft Excel
  • Strong analytical and critical thinking skills as demonstrated through the ability to draw conclusions, themes and trends from data analysis
  • Ability to take on complex problems and apply sophisticated thought to identify creative solutions

All offers of employment are contingent upon successful completion of a background check.
Benefits of Working at Brown:
Please review additional information on the Benefits of Working at Brown.
Recruiting Start Date:
2026-07-28
Job Posting Title:
Assistant Director, Compensation
Department:
University Human Resources
Grade:
Grade 11
Worker Type:
Employee
Worker Sub-Type:
Regular
Time Type:
Full time
Scheduled Weekly Hours:
37.5
Position Work Location:
Hybrid
Submission Guidelines:
The designated Position Work Location for each position determines the approved modality of work. Positions are classified based on the operational and business needs of the department and may be designated as on-site, hybrid, or remote.
Employees with a designated position work location as remote must reside and perform their work in a state where Brown University is registered to do business. Brown University is a registered employer in the following states: Rhode Island, California, Colorado, Connecticut, Florida, Maryland, Massachusetts, New York, New Hampshire, New Jersey, North Carolina, Washington, D.C.
Please note that to be considered for a staff position at Brown University, you must submit a separate application for each position you wish to be considered for. Applications are reviewed only for the specific position to which they are submitted and are not automatically considered for future openings.
This position is not eligible for visa sponsorship.
Still Have Questions?
If you have any questions you may contact employment@brown.edu.
Brown is an E-Verify Employer.
EEO Statement:
Brown University provides equal opportunity and prohibits discrimination, harassment and retaliation based upon a person's race, color, religion, sex, age, national or ethnic origin, disability, veteran status, sexual orientation, gender identity, gender expression, or any other characteristic protected under applicable law, in the administration of its policies, programs, and activities. The University recognizes and rewards individuals on the basis of qualifications and performance. The University maintains certain affirmative action programs in compliance with applicable law.

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