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Director Compensation Jobs in Bothell, WA (NOW HIRING)

Collabera

Compensation Coordinator

Seattle, WA · On-site

$18/hr

Provide standard responses as directed, escalating the questions when necessary. 2. Utilize a ... compensation requests and document the status of pending and completed requests. 5. Support and ...

DigitalOcean

Compensation Partner

Seattle, WA · Remote

$97K - $122K/yr

Partner with Talent Acquisition and People Business Partners on offer recommendations and compensation guidance below the Director level in order to attract and retain top global talent. * Maintain ...

DigitalOcean

Compensation Partner

Seattle, WA · On-site

$97K - $122K/yr

Direct involvement in managing end-to-end annual compensation planning cycles within a tech or high-growth environment. * Experience supporting global compensation programs across multiple ...

Axon

Manager, Equity Compensation

Seattle, WA · On-site

As a Manager of Equity Compensation, you will report directly to the Senior Director - Head of ... Senior Director - Head of Financial Reporting & Equity Work Location: This role is eligible to be ...

Axon

Manager, Equity Compensation

Seattle, WA · On-site

Your Impact Axon is looking for an experienced Manager of Equity Compensation who will be ... Senior Director - Head of Financial Reporting & Equity Work Location: This role is eligible to be ...

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Showing results 21-40

All JobsCompensation JobsDirector Compensation JobsDirector Compensation Jobs in Bothell, WA

Director Compensation information

See Bothell, WA salary details

$34.7K

$167.1K

$229.1K

How much do director compensation jobs pay per year?

As of Sep 6, 2026, the average yearly pay for director compensation in Bothell, WA is $167,135.00, according to ZipRecruiter salary data. Most workers in this role earn between $142,100.00 and $194,400.00 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 Bothell, WA?

The most popular types of Compensation jobs in Bothell, WA are:

What job categories do people searching Director Compensation jobs in Bothell, WA look for?

The top searched job categories for Director Compensation jobs in Bothell, WA are:

What cities near Bothell, WA are hiring for Director Compensation jobs?

Cities near Bothell, WA with the most Director Compensation job openings:

Director Compensation jobs near you
Infographic showing various Director Compensation job openings in Bothell, WA as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 14% Part Time, and 3% Contract. Highlights an 82% Physical, 2% Hybrid, and 16% Remote job distribution, with an average salary of $167,135 per year, or $80.4 per hour.

Surgical Technologist Clinical Director (Full-Time)

Pima Medical Institute

Seattle, WA • On-site

$85/hr

Full-time

Medical, Dental, Vision, Retirement

Posted 9 days ago

Pima Medical Institute rating

7.8

Company rating: 7.8 out of 10

Based on 10 frontline employees who took The Breakroom Quiz

237th of 630 rated colleges and universities

Job description

Surgical Technologist Clinical Director (Full-Time)
Location: Seattle, WA (Seattle Campus) | On-Site & Clinical Affiliates
Type: Full-Time | Salaried Exempt
Department: Surgical Technology
Reports To: Program Director
Compensation: $85,120 - $106,405 per year
Position Summary
Seattle's surgical community needs well-trained, confident Surgical Technologists-and you are the leader who will make that happen!
Pima Medical Institute is seeking a dynamic Surgical Technologist Clinical Director to lead the clinical education component of our CAAHEP-accredited Surgical Technology program at our Seattle campus. In this role, you will bridge classroom learning with hands-on OR experience, holding true autonomy to build strong clinical partnerships across Seattle's top hospitals and surgery centers while mentoring future STs to be day-one ready.
Key Responsibilities
1. Clinical Network Development & Site Management:
  • Partner Development: Secure new clinical rotation sites and negotiate contractual agreements with local hospitals and surgery centers (e.g., Swedish, UW Medicine, Virginia Mason, ASCs). Maintain all clinical contracts to ensure they remain current, viable, and aligned with accreditation standards.
  • Clinical Scheduling & Orientation: Coordinate student scheduling, site placements, orientation, and learning objectives for each clinical rotation.
  • Preceptor Relations: Maintain strong, collaborative relationships with site instructors and clinical preceptors.

2. Student Retention & Mentorship:
  • Academic Guidance: Monitor student progress, competency evaluations, and clinical records, intervening early with tailored support for at-risk students.
  • Student Retention: Work problem-solving strategies with students facing barriers (skill gaps, transportation, scheduling) to maintain an institutional student success rate of 80%+ across program classes.

3. Clinical Quality & Evaluation:
  • Site Visits: Visit clinical sites regularly to observe, evaluate, and document student clinical performance and progress.
  • Record Keeping: Grade clinical coursework, maintain student records, and ensure complete accuracy in final module grades and transcripts per policy.

4. Curriculum & Didactic Instruction:
  • Teaching & Instruction: Prepare lesson plans and deliver high-quality instruction in surgical technology methods, techniques, and lab scenarios.
  • Curriculum Alignment: Coordinate didactic and clinical education, recommending curriculum revisions to the Program Director based on evolving OR industry standards (e.g., robotics, minimally invasive surgery).

5. Administrative & Program Leadership:
  • Admissions Support: Assist the Program Director with interviewing and evaluating student applicants for program admission.
  • Safety & Compliance: Enforce all safety guidelines, biohazard protocols, and regulatory mandates across classroom, lab, and clinical site environments.

Minimum Qualifications
  • Education: Associate degree in Surgical Technology from a CAAHEP- or ABHES-accredited program (or equivalent military training). Bachelor's degree preferred.
  • Practical Experience: Minimum of three (3) years of occupational experience in the operating room scrub role within the last five (5) years OR three (3) years of experience as an instructor in a surgical technology program.
  • Certification: Current NCCA-accredited Certified Surgical Technologist (CST) credential.
  • Licensure: Active state license, certification, or registration as required by local, state, or federal laws to work as a Surgical Technologist in Washington State.
  • Technical Skills: Strong written/verbal communication skills and functional proficiency in Microsoft Office Suite (Word, Excel, PowerPoint).

Preferred Qualifications:
  • Minimum of one (1) year of experience as an instructor in a CAAHEP-accredited Surgical Technology program.

Compensation & Employee-Owner Benefits
  • Compensation: $85,120 to $106,405 annual salary + Annual Executive Performance Bonus Structure.
  • Ownership: Employee Stock Ownership Plan (ESOP)-become a stakeholder in our 100% employee-owned company.
  • Retirement: 401(k) Plan with employer matching options.
  • Health & Wellness: Expanded Healthcare Coverage (Medical, Dental, Vision), Health & Wellness Programs, and EAP.
  • Professional Growth: Tuition Reimbursement opportunities and ongoing professional development support.

Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.

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