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Director Compensation Jobs in Texas (NOW HIRING)

Baylor Scott & White Health

Director Compensation

Dallas, TX · On-site

$123K - $169K/yr

Job Summary Director Compensation plans, develops, and administers compensation programs for Baylor Scott and White Health (BSWH). Expertise areas include base pay, incentive pay, executive pay ...

Cook Children's

Director, Compensation

Fort Worth, TX

$119K - $163K/yr

... the Compensation Lead, and Analysts. In the Director role, you will routinely partner and work in concert with other HR functions (e.g., HRBPs, Talent Acquisition, Benefits, HRIS) employing a wide ...

Insider, Inc.

Senior Director, Compensation

Austin, TX · On-site

$151 - $297/hr

To that end, our Global Compensation team is looking for a Senior Director, Compensation Partners to play significant leadership across MongoDB's global compensation programs, co‑leading the team ...

McAfee

Director, Compensation & Benefits

Frisco, TX · On-site +1

$117K - $160K/yr

Role Summary McAfee is seeking a Director, Global Compensation & Benefits to join our Global Total Rewards team. Reporting directly to the Vice President, Total Rewards, this role will provide ...

New

American Airlines

Manager, Compensation

Fort Worth, TX · On-site

This people leader reports to the Director, Compensation and is responsible for leading and developing a team while overseeing compensation programs and initiatives. The role partners closely with HR ...

Acrnet

Manager, Compensation

Fort Worth, TX · On-site

$120 - $170/hr

This people leader reports to the Director, Compensation and is responsible for leading and developing a team while overseeing compensation programs and initiatives. The role partners closely with HR ...

New

American Airlines

Manager, Compensation

Fort Worth, TX · On-site +1

This people leader reports to the Director, Compensation and is responsible for leading and developing a team while overseeing compensation programs and initiatives. The role partners closely with HR ...

CosmoProf

Compensation Partner

Plano, TX · On-site

Partner with the Sr. Director Compensation on design of incentive plans and manage their implementation, and administration * Collaborate on design and maintenance of salary structures, including job ...

CosmoProf

Compensation Partner

Plano, TX · Hybrid

Partner with the Sr. Director Compensation on design of incentive plans and manage their implementation, and administration * Collaborate on design and maintenance of salary structures, including job ...

Sally Beauty Holdings

Compensation Partner

Plano, TX · Hybrid

Partner with the Sr. Director Compensation on design of incentive plans and manage their implementation, and administration * Collaborate on design and maintenance of salary structures, including job ...

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All JobsCompensation JobsDirector Compensation JobsDirector Compensation Jobs in Texas

Director Compensation information

See Texas salary details

$28.4K

$137K

$187.7K

How much do director compensation jobs pay per year?

As of Aug 30, 2026, the average yearly pay for director compensation in Texas is $136,981.00, according to ZipRecruiter salary data. Most workers in this role earn between $116,500.00 and $159,300.00 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 Texas?

The most popular types of Compensation jobs in Texas are:

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

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

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

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

What cities in Texas are hiring for Director Compensation jobs?

Cities in Texas with the most Director Compensation job openings:

Director Compensation jobs near you
Infographic showing various Director Compensation job openings in Texas as of August 2026, with employment types broken down into 1% As Needed, 80% Full Time, 16% Part Time, and 3% Contract. Highlights an 87% Physical, 3% Hybrid, and 10% Remote job distribution, with an average salary of $136,981 per year, or $65.9 per hour.

Director, Compensation

Fort Worth, TX

Korn Ferry Executive Search
See more jobs at Korn Ferry Executive Searchexternal

$119K - $163K/yr

Full-time

Re-posted 14 hours ago

Job description

Cook Children's Health Care System is seeking a Director of Compensation to join its Compensation leadership team and help strengthen, modernize, and advance the organization's compensation function during a period of continued growth and transformation. This leader will report to the Assistant Vice President of Compensation and serve as a key thought partner, operational leader, and trusted advisor across the organization. The Director will guide the implementation and administration of employee and provider pay programs, ensuring operational efficiency, effectiveness, and alignment with established compensation design processes, standard operating procedures, and organizational policies. The role will lead Compensation Analysts and Compensation Consultants in delivering high-quality service, resolving complex compensation challenges, and supporting leaders across the organization. 

The Opportunity
This is a meaningful opportunity for an experienced compensation leader to help stabilize and elevate a high-impact function. The organization is seeking a leader who can bring structure, improve processes, reduce manual work, and help move the compensation team from a reactive service model toward a more proactive, consultative, and data-driven approach. 
Key priorities for the role include strengthening compensation operations, supporting job architecture and Workday redesign efforts, improving workflows and standard operating procedures, and helping create a more strategic and end-user-focused compensation function. 

Key Responsibilities
Lead day-to-day compensation operations and ensure the compensation design process is effectively deployed to meet organizational needs. 
Oversee the activities of compensation team members, including hiring, training, coaching, scheduling, performance management, engagement, and career development. 
Guide market pricing, job analysis, job description development, job placement within the organizational hierarchy, and employee pay program alignment. 
Develop and execute protocols to consistently administer pay across the organization while assessing new and existing pay practices, policies, and market conditions. 
Lead compensation-related projects, including pay equity, automation, HR systems, job architecture development, and other major initiatives in partnership with HR, leaders, and cross-functional stakeholders. 
Establish, refine, and execute compensation policies, practices, workflows, and internal assignments to support smooth and effective operations. 
Serve as a backup to the AVP of Compensation and help communicate and manage the compensation function's role, vision, and purpose across the organization. 
Partner with HR Business Partners, Talent Acquisition, Benefits, HRIS, and other HR functions to advance HR and compensation strategy. 
Maintain an understanding of applicable state and federal employment and wage-and-hour laws and help ensure compliance. 

Ideal Candidate Profile
The successful candidate will bring strong technical compensation expertise, sound operational judgment, and the ability to serve as a credible partner to HR and senior leadership. This individual should be comfortable operating in a change-oriented environment and energized by the opportunity to build structure, improve processes, and modernize a function. 

Preferred attributes include:
Strong compensation technical expertise and experience leading compensation operations. 
Demonstrated ability to lead teams, develop talent, and create clearer operating structure. 
Experience improving processes, workflows, policies, and standard operating procedures. 
Ability to partner effectively with HR, finance, legal, IT, and senior leaders on compensation-related priorities. 
Experience with job architecture, HR systems, automation, or Workday-related compensation initiatives. 
A consultative, data-driven mindset and the ability to translate compensation strategy into practical execution. 
Comfort serving as a thought partner, trusted advisor, and operational leader in a function undergoing transformation. 

Qualifications
10+ years of experience in compensation administration or a related Human Resources role. 
5+ years of experience overseeing the operations of a compensation team. 
Bachelor's degree in business administration/management, finance, human resources, psychology, or a related field. 
In lieu of a bachelor's degree, 10 years of progressive experience in a substantially similar role may be substituted for the education requirement. 

Why This Role
This is an opportunity to help shape the next chapter of a compensation function that touches every part of the organization. The Director will play a central role in building stronger processes, supporting a growing team, advancing job architecture and systems work, and creating a more strategic, consultative compensation function for the future.


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Korn Ferry shall provide equal employment opportunity to all qualified candidates, and will refer candidates without regard to race, color, religion, national origin, sex, age, disability, veteran status or any other legally protected basis. Artificial Intelligence tools may be used in connection with the recruitment process for this position.

Employment Type: OTHER

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